Effect of Micro Insurance by Microfinance Institutions on Women Empowerment: A Case of Nakuru CBD, West Sub County, Kenya

The evolution of  microfinance institutions in Kenya is seen as a catalyst for promoting women empowerment. One of the services provided by microfinance institutions is the micro insurance. Micro insurance refers to low premium, low coverage insurance services provided to low income clients excluded from commercial insurance schemes. In Kenya, already some insurance and non insurance  institutions have welcomed micro insurance by introducing products such as Afya Bora by CIC and Salama Sure by UAP with Faulu Kenya offering Faulu Afya. Most of these products focus on primary risks such as Livestock and Crop , Health , Funeral and Life insurance. Scarce studies have devoted to the topic as many  have relied to micro credit as overall microfinance institutions services here in Kenya. Hence the study sought to assess the effect of micro insurance by microfinance institutions on women empowerment in Nakuru CBD, West Sub County, Kenya. The study was guided by an objective namely to assess the effect of micro insurance by microfinance institutions in Nakuru CBD, West Sub County, Kenya. This study adopted the descriptive research. A sample of 127 respondents were selected from a population of 293 using simple random technique. The study adopted the use of a questionnaire as the primary data collection instrument that was constructed on a five point Likert scale. The data collected was analyzed using  Statistical Package for Social Sciences (SPSS) and tools such as frequencies, percentages and Chi Square test of good fit were used. Inferential statistical analysis was done by use of Pearson’s Correlation Coefficient to establish the relationship between the dependent and independent variables. Analyzed data was presented inform of  statistical tables. Results show that micro insurance is statistically insignificant and negatively affect women empowerment. This study concludes that penetration of micro insurance services should be able to reach women. Some of the recommendations  made included; the need to a further study to distinctively identify the effect of micro insurance by MFIs in group lending on women empowerment, further understanding the effects of new areas of microfinance such as that of micro-insurance services to help design better products, gain a competitive edge and stimulate the market in the long term for sustainable development. Keywords: Micro insurance, Women Empowerment DOI: 10.7176/RJFA/11-18-08 Publication date:September 30th 202

Effect of Micro Insurance by Microfinance Institutions on Women Empowerment: A Case of Nakuru CBD, West Sub County, Kenya

The evolution of  microfinance institutions in Kenya is seen as a catalyst for promoting women empowerment. One of the services provided by microfinance institutions is the micro insurance. Micro insurance refers to low premium, low coverage insurance services provided to low income clients excluded from commercial insurance schemes. In Kenya, already some insurance and non insurance  institutions have welcomed micro insurance by introducing products such as Afya Bora by CIC and Salama Sure by UAP with Faulu Kenya offering Faulu Afya. Most of these products focus on primary risks such as Livestock and Crop , Health , Funeral and Life insurance. Scarce studies have devoted to the topic as many  have relied to micro credit as overall microfinance institutions services here in Kenya. Hence the study sought to assess the effect of micro insurance by microfinance institutions on women empowerment in Nakuru CBD, West Sub County, Kenya. The study was guided by an objective namely to assess the effect of micro insurance by microfinance institutions in Nakuru CBD, West Sub County, Kenya. This study adopted the descriptive research. A sample of 127 respondents were selected from a population of 293 using simple random technique. The study adopted the use of a questionnaire as the primary data collection instrument that was constructed on a five point Likert scale. The data collected was analyzed using  Statistical Package for Social Sciences (SPSS) and tools such as frequencies, percentages and Chi Square test of good fit were used. Inferential statistical analysis was done by use of Pearson’s Correlation Coefficient to establish the relationship between the dependent and independent variables. Analyzed data was presented inform of  statistical tables. Results show that micro insurance is statistically insignificant and negatively affect women empowerment. This study concludes that penetration of micro insurance services should be able to reach women. Some of the recommendations  made included; the need to a further study to distinctively identify the effect of micro insurance by MFIs in group lending on women empowerment, further understanding the effects of new areas of microfinance such as that of micro-insurance services to help design better products, gain a competitive edge and stimulate the market in the long term for sustainable development. Keywords: Micro insurance, Women Empowerment DOI: 10.7176/RJFA/11-18-21 Publication date:September 30th 202

Financial Inclusion for Inclusive Growth

The present book is an attempt at providing a comprehensive and value oriented strategies for Financial Inclusion for Inclusive Growth. There are thirty research papers contributed by scholars from within and outside the country. These chapters, are divided and presented in seven broad areas as per the content of the chapters: (i) Financial Inclusion and Inclusive Growth; (ii) Financial Inclusion and Microfinance; (iii) Financial Inclusion and Commercial Banks; (iv) Financial Inclusion and ICT; (v) Financial Inclusions and Micro Insurance; (vi) Financial Inclusion and Rural Development; and (vii) Financial Inclusions and Entrepreneurship Development. The present book would certainly make an eye opener and use this volume as a reference book on the desk top of academicians, research scholars and students of Commerce, Management, Economics and other allied subjects who are interested to know more on finance and financial inclusion in particular

A Study on Compliance with the Two-Thirds Gender Rule in Appointments and Promotions of Staff in Public Universities Elevated In 2012 And 2013

The study sought to analyze compliance with two-thirds gender rule in appointments and promotions of staff in new public universities chartered in 2012 and 2013. Specifically, the study determined the gender composition of staff appointed or promoted after the provision of the gender rule in the constitution. The study used the survey research design that had a population of 15 public universities elevated in 2012 and 2013 and a sample size of six. Interview schedules were used to collect data from the sampled universities. This data contained gender of staff per staff division and staff level in appointments and promotions made in 2011, 2012 and 2013 and were analyzed using percentages. The findings showed that in total, men largely dominated appointments at senior level (66% males to 34% females) but there was no big difference in appointments at the middle level (51.2% males to 48.8% females) and support staff level (56.6% males to 43.4% females). In the teaching staff, men were the majority (64.6% males and 35.4% females) while no major discrepancy was noted in the non teaching staff (56.8% males to 43.2% females). Overall, 59.8% males and 40.2% females were appointed in the five universities in 3 years. Just like in appointments, promotions of senior level staff were dominated by men (69.5% males to 30.5% females). Men equally featured in the promotions at the support staff level (76.5% males to 23.5% females). There were no major discrepancy in promotions at the middle level staff as 44.2% males and 55.8% females were promoted. Promotions in the teaching staff were skewed towards men at 70.9%males and 29.1% women while it was almost gender balanced in the non-teaching staff at 51% males and 49% females. Overall, 65.3% males and 34.7% females were promoted in the five universities in 3 years. In conclusion, the two-thirds gender rule is complied with in the consolidated appointments and promotions of staff in the five universities. However, when appointments and promotions are broken down into various units such as staff levels and divisions, non-adherence is observed. The study recommends that when appointing and promoting staff, the gender rule consideration should be done per section and units rather than for a whole unit