This baseline survey sought to establish the situation of veteran HRDs in Kenya by conducting a nationwide mapping exercise. The study was guided by three core objectives map out veteran HRDs by identifying where they are and the work they are currently involved in Identify available opportunities that veteran HRDs can leverage on Identify and recommend organizations that the Defenders Coalition could partner with for the wellbeing of veteran HRDs.
The study makes three important contributions. First it makes a contribution to the body of knowledge by introducing and focusing attention on veteran HRDs as a theoretical concept, social phenomenon and distinct population sub-set with unique challenge, needs and views. Secondly, it provides insights into these unique challenges, needs and views of this sub-set based scientific research.
Finally, it provides information and specific recommendations that could help key actors achieve more relevant and effective engagement with, and interventions in advancing the protection and wellbeing of, veteran HRDs. This research has also generated a database of veteran HRDs that can be a useful foundation to build on in better documenting and managing information on veteran HRDs in Kenya.
Summary of the findings
- Gender distribution: Majority of the respondents were men constituting just under 2/3 of the respondents.
- Age distribution: Majority of the respondents were 41 years or more with most being within the age bracket of 41-50 years.
- Geographic distribution: Most of the veteran HRDs reached out to are found in 11 out of the 47 counties of Kenya with the majority being in Nairobi and Kiambu.
- Length of service: At least half of the veteran HRDs had served for 20 or more years.
- Current status in human rights engagement: The overwhelming majority of veteran HRDs are still action and committed to continuing engagement as HRDs.
- Nature of engagement: Nearly half of all veteran HRDs serve on a voluntary basis.
Occupation of part-time and seasonal employees within the human rights sector/ movement: Most of the volunteer HRDs are either self-employed (30.77%) or in employment elsewhere (15.38%).
Primary spheres of operation: The primary sphere of operation of the largest percentage (45.65%) is at the national level.
- Primary focus: The majority of veteran HRDs are involved in the protection and promotion of either the whole range of human rights or multiple issues advocacy rather than on single issue campaign
- Main role in the human rights movement: Many veteran HRDs play multiple roles in the human rights movement. Key ones are as influencers1 (58.70%) and mentors (56.52%).
- State of the Nation: Majority of veteran HRDs (60%) believe that the country is much better post 2010. A significant percentage (45.84%) also indicate that their own circumstances are comparatively much better. This contrasts sharply with their views on the fortunes of their communities and that of their families with a majority believing that they are less better off.
- Protection instruments: Survey results show that respondents have more faith in the international and domestic protection instruments than in the regional ones.
- Protection institutions: Survey results show that non-State institutions have a better rating compared to State institutions in respect of performance in the protection of HRDs.
Among state institutions, the Courts of Law are rated highest while the Kenya Police are worst in protection of HRDs Wellbeing of veteran HRDs: Results are mixed with regard to wellbeing of veteran
HRDs. Most are doing well in their technological and mental wellbeing but struggling with in their economic, legal and political needs.
Comparative performance: In rating their performance against that of their non-HRD peers in 10 key areas over the past 10 years, survey findings show that veteran HRDs consider their performance in intellectual and technological wellbeing as well as in their status in their community and among peers. The worst areas comparatively are in preparedness for retirement as well as financial and economic performance.
Talent and competence to advance the cause for human rights in Kenya: The survey results show that veteran HRDs have 100% confidence in their abilities to be still resourceful to the cause for the advancement of human rights in Kenya. Top of the list among the most prevalent talents and competences is research and knowledge generation, public education and knowledge dissemination,
community organizing and lobbying and advocacy.
Preferred future roles and levels of engagement: Preferred future roles among veteran HRDs is: mentors, influencers, connectors and paid consultants. Majority would prefer to engage at the national and regional (East Africa) levels. However, the greatest expansion (in terms of the future compared to the past engagement) is those who would prefer working at the community level
Vision for a New Kenya: Majority of the veteran HRDs (76.60%) believe that the vision of Kenya as a nation founded on constitutional democracy, human rights and social justice is possible and attainable within their lifetime. Ninety-one (91.31%) are willing to commit their time and resources to achieve that vision.
Needed support/relevance of intervention: The survey findings show that the 5 areas of greatest needs for veteran HRDs are in business opportunities and income generating activities (91%), further education and professional growth (89%), a saving scheme for retirement (89%), social networking (89%) and in skills development (87%).
Disengagement category: For those who indicated no intention to continue in their role as HRDs, the key reasons include fatigue, disillusionment, unresolved grievances including male domination and internal contradictions preference to shift roles, strategies and spaces. Some say that being an HRD is a thankless job and does not provide opportunity for uplifting the welfare of defenders. However, for others the emergence of a new generation of young energetic youth committed to carry on the fight for rights is a cue for generational transition and change of roles.