A woman in Eldoret milks her cow at dawn, starting her day with essential farm duties. Photo/Farm Biz Africa.
By Daisy Okiring | Eldoret, Kenya
Despite accounting for the majority of labor in Kenya’s dairy sector, women remain systemically marginalized in decision-making, ownership, and cooperative leadership.
This disconnect between contribution and recognition reveals a deeper structural inequality that continues to shape the economic reality of rural women—particularly in dairy-rich regions like Eldoret.
An analysis of recent data from the Kenya Dairy Board and studies on gender dynamics in agriculture highlights a troubling contradiction: while women are responsible for up to 80% of dairy-related tasks—from milking and feeding to hygiene and delivery—they make up only 23% of cooperative membership and hold just 15% of leadership positions. This exclusion not only undermines gender equity, but also limits the sector’s potential for inclusive growth, innovation, and sustainability.
This disparity is not simply the result of tradition—it is embedded in policies, by-laws, and social norms that favor male ownership and decision-making. Women’s work, although critical, is often unpaid, undocumented, and undervalued.
“It’s painful to do everything and still be invisible,” says Margaret Chepkemoi, a dairy farmer in Kapseret, Eldoret. “We feed the cows, we care for them, we deliver the milk. But when it’s time for elections or payments, our names disappear.”
As Kenya strives to achieve Sustainable Development Goal 5 on gender equality, the dairy sector remains a litmus test of progress—or the lack thereof. This feature explores the overlooked contributions of women in Eldoret’s dairy value chain, the barriers they face, and the urgent need for inclusive reforms. Their voices, long absent from boardrooms and policy tables, must now be heard—not only for justice, but for the future of the sector itself.
An engine of labor, not of power
Kenya’s dairy sector is one of the most dynamic in East Africa, contributing about 12% of the country’s agricultural GDP and employing over 1.8 million smallholder farmers, most of whom are women. In Uasin Gishu County, where Eldoret serves as a dairy hub, this work is largely sustained by female labor—yet formal recognition remains elusive.
Women in this region handle almost all aspects of day-to-day animal care and milk handling. They wake before dawn to milk, clean, feed, and deliver milk to cooperatives, often balancing these duties with domestic responsibilities.
Yet, according to a 2024 study by Dr. Caroline Minoo Mukeku, only a minority of women in dairy cooperatives are official members. Even fewer hold any formal position of authority. This is due, in part, to cultural norms that place ownership of livestock in men’s names—automatically making them the primary cooperative stakeholders, regardless of actual labor contributions.
“Ownership defines voice in these systems,” notes Dr. Mukeku. “If you don’t own the cow, you don’t own the income or the decisions—no matter how hard you work.”
Structural and cultural barriers
The barriers to inclusion run deep. Cooperative membership criteria are often based on land or livestock ownership—resources that most women lack due to inheritance laws and patriarchal customs. Even when women manage dairy herds daily, milk is often sold under their husbands’ names, locking them out of dividend schemes and board elections.
Moreover, literacy levels and lack of financial autonomy limit their ability to access services like credit, veterinary support, or agribusiness training. According to the study, these obstacles fall into five categories: economic, personal agency, legal, sociocultural, and systemic barriers.
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“Even when I produce more milk than my husband, I can’t get a loan because everything is in his name,” says Faith Kirui, a dairy farmer in Moiben. “It feels like I’m working for a system that doesn’t see me.”
There are also emotional and psychological barriers. In many communities, women are discouraged from standing for cooperative elections or attending leadership forums. “Some say women are too emotional or too busy for leadership,” says Emily Cheptoo, a board member in Ziwa. “But who better understands this work than us?”
Why inclusion matters
The exclusion of women from cooperative governance has consequences beyond fairness. It impacts household income, food security, child welfare, and even national economic performance. Studies show that when women control resources, they reinvest up to 90% into their families, compared to just 40% for men.
Furthermore, diverse leadership improves the responsiveness and accountability of cooperatives. “When women are involved in decisions, we see priorities shift toward things that benefit whole families—like animal health, education, and community training,” explains Dr. Mukeku.
Yet, Kenya’s progress on gender parity remains slow. The World Economic Forum’s 2023 report ranked Kenya 77th globally on the gender gap index, with a score of 0.708. At this rate, it could take over a century to reach full parity.
What deeds to change
A closer analysis of Kenya’s dairy cooperatives reveals that without deliberate interventions, the marginalization of women will persist—despite the critical roles they play.
Reforming cooperative by-laws to include gender equity clauses is an essential first step. Many of these documents, drafted decades ago, still assume male ownership and decision-making, excluding women by default. “Most cooperatives still operate on old rules that assume men are the only decision-makers,” says Dr. Mukeku. “We need to intentionally write women into the script—not as support staff, but as strategic players.”
Formal recognition of women as milk suppliers is also crucial. As long as their contributions remain undocumented, they will continue to be excluded from profits, voting rights, and leadership opportunities. “Even when I deliver 20 litres a day, my name isn’t on the records,” says Faith Kirui. “The cheque goes to my husband. But the cow is mine. The work is mine.”
Access to credit and ownership of productive assets must also be addressed. New financial models must accommodate the realities of female farmers, many of whom lack traditional collateral but demonstrate consistent productivity.
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Finally, more women must be intentionally included in cooperative boards. This means not just setting quotas but actively training, mentoring, and encouraging women to take leadership roles. Change must also happen at the household level, where support from male allies can help challenge entrenched gender roles.
The way forward demands more than policy—it requires cultural humility, institutional accountability, and a willingness to reimagine leadership in the hands of those who already sustain the sector from the ground up.
From margin to mainstream
The future of Kenya’s dairy sector depends on its ability to harness the full potential of all its stakeholders—especially the women who keep it alive every day. In Eldoret and across the Rift Valley, there is no shortage of passion, strength, or skill among female dairy farmers. What’s missing is recognition, voice, and power.
“I want my daughters to grow up knowing that their work matters,” says Margaret Chepkemoi. “Not just in the shed, but in the decisions.”
Their hands may be calloused from years of labor, but they are also steady, capable—and ready to lead.
