The Silent Burden: Kenyan Women Navigating Workplace Expectations

Young women like Faith in Kenya confront unspoken pressures in the workplace, struggling to balance the need for approval with their aspirations for advancement. Experts shed light on the phenomenon known as "likeability labour," which often hinders women's professional growth across various sectors.

During a recent meeting in Nairobi, 24-year-old Faith, whose identity is concealed for privacy, experienced a familiar internal conflict. As one of the few young women in her office, she grappled with the fear of being labeled as difficult while striving to be perceived as agreeable. The meeting started off pleasantly, but when a senior colleague invoked her name to endorse a suggestion she found impractical, Faith felt cornered into silence. Faced with the potential backlash of dissent, she opted to hold back her opinion, saying nothing and instead giving a forced smile. “I felt an unspoken pressure to smile, to be agreeable, to not be disruptive,” she confided.

Navigating corporate frameworks in Kenya poses unique challenges, particularly for women like Faith who are often the first in their families to enter higher education and competitive job markets. A 2025 report from McKinsey, examining women in the workplace across developing economies like Kenya, India, and Nigeria, reveals a significant gender gap: women occupy 50% of entry-level positions, but that number dwindles to just 26% at senior levels.

This phenomenon is colloquially known as “the broken rung” on the corporate ladder, underscoring a disparity in promotion opportunities for women. In this context, Faith questioned, "How do I progress if I start disagreeing with colleagues at such a junior stage?"

Experts have named the experience many women face as "likeability labour," a term popularized by sociologist Amy Kean. She elucidated the psychological toll women face to maintain their likability in workplaces, reporting that 56% of women versus only 36% of men feel this pressure. The need to moderate their speech and demeanor is a common strategy among women, leading them to employ minimizing language even when they possess confidence in their views.

Dr. Gladys Nyachieo, a sociologist and lecturer in Kenya, explains the social conditioning of women as caregivers impacts their workplace behavior. Many women in Kenya are expected to perform additional roles, dubbed "office mathe," involving various forms of emotional and logistical support for their colleagues. While there's nothing inherently wrong with taking on these responsibilities, Dr. Nyachieo warns that the expectation may come without compensation or recognition.

To combat the detrimental effects of likeability labour, she emphasizes the need for structural changes, such as flexible working hours and mentorship programs. Her own mentorship of young professionals, including Faith, empowers them to advocate for their needs rather than conform to societal expectations.

"She's taught me not to feel pressure to be smiley and nice all the time," Faith reflects on her mentorship experience, acknowledging her desire to break free from these expectations. Her journey resonates with many women in similar circumstances, as they navigate the delicate balance between self-advocacy and societal pressures in the quest for professional success.