Socio-Economic and Institutional Factors That Hinder Women Involvement in Leadership in Bukwo District: A Case of Kongasis Constituency Uganda

The percentage of women in the legislature and local government in African democracies and autocracies is virtually the same (24%-25%), and the percentage of ministers in democracies was 25% and autocracies 21% (Electoral commission report, 2023). The 1995 constitution of Uganda and the 1997 Local Government Act stipulates that women should constitute a third of any local council. Women constituted about 46% of total elected representatives in LGs. The percentage of seats held by women in LG increased from 44% in 2011 to 46% in 2016. The highest political office in a district is that of the District Chairperson; in 2011, only Kongasis constituency was headed by a woman, and in 2016 only Kongasis and Kumi Districts had female political heads. In 2019 Village chairpersons by sex was dominated by males at 97% (Electoral Commission, 2019). Women are seen as inferior in society due to gender roles and reason for failure to participate in political leadership was lack of money to facilitate the campaigns - politics is highly monetized, yet men usually control resources at 69.2%. This study investigates the Socio-Economic and institutional factors that hinder women Involvement in Leadership in Bukwo District. this study was guided byy the following  objectives; (i)   To determine the relationship between social factors and women involvement in leadership in Kangasis Constituency-Bukwo district. (ii)  to establish the relationship between economic factors that hinder women involvement in leadership in Constituency-Bukwo district (iii) to assess the relationship between institutional factors that hinder women involvement in leadership in Kongasis Constituency-Bukwo district.  Data were collected a study population of 190 from which a sample size of 138 was derived. The study adopted a mixed of qualitative and quantitative approach, with structured questionnaires and in-depth interviews. It utilized the primary and secondary data using statistical package for social scientist (SPSS) Regression analysis indicates that 66.1% of women's involvement in leadership is influenced by socio-economic barriers, with social factors having the most significant impact (β = .513, p = .000), followed by economic factors (β = .372, p = .000). Institutional factors were found to have a negligible influence (β = .016, p = .830). The study concludes that addressing entrenched gender norms and providing support systems for women is crucial for enhancing their leadership participation. Key recommendations include implementing community initiatives to foster confidence among women and revising educational curricula to promote gender equality. To address the pervasive gender biases and barriers hindering women's involvement in leadership roles in Kongasis Bukwo District, it is crucial to implement comprehensive educational reforms that promote leadership skills among all genders from a young age, thereby dismantling societal norms that favor male leadership. Additionally, women activist organizations should establish mentorship programs and community initiatives that actively support women in leadership, offering training and resources to build confidence and decision-making skills, while also advocating for policies that promote work-life balance, such as flexible work arrangements and parental leave. To effectively address the socio-economic barriers limiting women’s leadership opportunities, it is essential to implement policies that promote shared domestic responsibilities and provide flexible work arrangements, such as childcare services and parental leave, to alleviate the burdens of family workload on women. More so, initiatives that focus on empowering women through resource control-such as access to land rights and financial literacy programs can enhance their autonomy and participation in leadership roles. By fostering a supportive environment that values both professional and domestic contributions, communities can encourage more women to pursue and thrive in leadership positions. To promote gender equity in leadership roles. finally, feminists and policy makers organizations should establish clear policies that ensure equitable access to high-status positions for both men and women, alongside mentorship initiatives that support women's professional development and confidence-building, thereby dismantling the systemic barriers that currently hinder women's advancement in leadership roles.