The Judiciary has rolled out new enforcement units aimed at tackling harassment and discrimination in the workplace, marking a decisive shift from policy promises to institutional accountability.
The newly established Employee Protection Unit (EPU) and the Gender Inclusion and Diversity (GID) Unit signal a renewed drive to entrench gender mainstreaming, diversity and affirmative action across all levels of the Judiciary. Alongside the units, the Judiciary also launched the Gender Mainstreaming, Affirmative Action and Diversity Policies, together with their Standard Operating Procedures (SOPs).
Judicial leaders said the measures signal the Judiciary’s commitment to creating a safe, inclusive and dignified working environment for judges, judicial officers and staff.
Chief Justice Martha Koome described the launch as a clear statement that justice must begin from within the institution.
“We gather not just to launch units and policies, but to reaffirm clearly and unequivocally our collective commitment to dignity, safety, inclusion and wellbeing within the Judiciary,” Koome said.
She said the Judiciary has a duty to protect its employees, address workplace sexual harassment, provide safe reporting mechanisms and ensure that all staff can serve without fear, discrimination or harassment.
According to the Chief Justice, the reforms align with the Social Transformation through Access to Justice (STAJ) Blueprint, which identifies employee wellness and wellbeing as a core pillar of institutional performance, integrity and public trust.
“The blueprint calls on us to build not only efficient courts, but a humane institution where every judge, judicial officer and member of staff can serve with honour and dignity, assured that their wellbeing matters,” she said.
Koome added that safeguarding employees directly strengthens the credibility and moral authority of the Judiciary.
“An institution that protects its people commands confidence both internally and among the public it serves. By investing in employee protection and inclusion, we are strengthening the moral authority of the Judiciary and reinforcing our role as guardians of constitutional values,” she said.
She noted that translating policies on sexual harassment, gender mainstreaming and affirmative action into clear, enforceable and survivor-centred procedures remains critical.
“This launch marks the beginning, not the end, of sustained implementation. Leaders at all levels must be accountable in fostering a culture of respect, professionalism and integrity,” Koome said.
Supreme Court Judge Lady Justice Njoki Ndung’u, who chairs the Employee Protection and Inclusivity Committee, said the policies draw their strength from Kenya’s constitutional and statutory framework.
“We are not only complying with the law, we are affirming our values. Dignity, equality and respect are non-negotiable, and our workplaces must reflect the justice we uphold in society,” Ndung’u said.
Chief Registrar of the Judiciary Winfridah Mokaya said disciplined implementation, clear structures and sustained oversight will determine the success of the reforms, noting that the Judicial Service Commission’s approval of the policies reflects strong institutional backing.
The Judiciary said the initiatives aim to embed a culture where employee protection, inclusion and wellbeing sit at the centre of institutional integrity and public confidence.
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