IAWJ-KC Collaborative Empowerment Network

International Association of Women Judges – Kenya Chapter Collaborative Empowerment Network

Interview with Hon. Elizabeth Wairimu Karani, Senior Resident Magistrate and Deputy Registrar Kitui High Court

Hon. Elizabeth Wairimu Karani joined the Kenyan Judiciary in 2017 and currently serves as Senior Resident Magistrate and Deputy Registrar at the High Court of Kenya in Kitui County. She holds an MBA in Strategic Leadership and Management from St. Paul’s University, a Bachelor of Laws from Moi University, and a Postgraduate Diploma in Law from the Kenya School of Law. Admitted to the Bar in 2012, she previously practiced law in private firms and later served as Prosecution Counsel at the Office of the Director of Public Prosecutions, including as part of the 2017 Election Offences Prosecution Team. Beyond her judicial duties, Hon. Karani has led initiatives such as establishing a Children’s Protection Unit at Kericho Law Courts, advocates for children’s rights, and supports incarcerated women. She is an active member of the International Association of Women Judges (IAWJ) and its Kenya Chapter.

IAWJ had the privilege of connecting with Hon. Elizabeth Wairimu Karani to learn more about her experience as a member of the Collaborative Empowerment Network (CEN) under the Women in Leadership in Law(WILIL) initiative. In our conversation, she shared what inspired her to join the CEN, the transformative moments she has experienced, and her vision for creating a more inclusive, supportive, and gender-responsive judiciary in Kenya. This interview with Hon. Elizabeth Wairimu Karani has been edited for length and clarity.

1. What inspired you to join the IAWJ-KC CEN, and what has your journey within the CEN looked like so far?

I was inspired to join the CEN to become empowered as a woman judicial officer who is looking forward to being a judge in the near future. Also, noting other leadership roles that I play at work, such as being a Deputy Registrar, I felt that the program would equip me with the required confidence, skills, knowledge, character, and even role models whom I can look up to for mentorship. All these shall help me increase my professional performance at all levels, either as a judicial officer or as a judge. Further, I wanted to improve my leadership skills at home and also at the society where I am a leader in different aspects.

My journey with CEN has been an exciting one. I have participated in numerous workshops and trainings where very important topics were presented. The presentations have given me an opportunity to learn new skills and information and have new experiences where I had opportunities to meet and interact with very senior judges and other professionals who are a great inspiration. Further, the program has given me a better opportunity to meet and be with my fellow judicial officers in a less formal manner where we strengthened our bonds and debriefed as judicial officers, away from work environment. I feel I have gained both professionally and socially.

2. Can you share a moment or experience within the CEN that was particularly meaningful, transformative, or empowering for you?

On July 12, 2025,  there was a specific moment was during the workshop on Sexual Harassment where, through the two presenters, Her Ladyship Hon. Lady Justice Njoki Ngungu and Ms. Harleen Kaur Jabbal, a psychologist, I came to learn that the issue is very real and very common at the workplace. I also learned some of the measures the Judiciary has put in place intended to curb sexual harassment. I felt transformed in that I got information and knowledge on how to deal with it at the workplace. Personally, I felt very empowered by learning to identify and deal with any forms of sexual harassment. Also, it dawned on me that I have a great responsibility to sensitize and empower fellow judicial officers, staff, and students who come for attachments at our Court about the same. Indeed, in our upcoming staff meeting at Kitui Law Courts, one of the agendas is Sexual Harassment at the workplace and the response mechanism in place by the judiciary, and I shall be the presenter.

3. In your view, what are the most significant barriers women judges face in advancing to leadership positions in the judiciary?

Firstly, some Institutional policies whereby a woman judge/judicial officer, who has to be away from work due to unavoidable issues such as childbirth, upon returning is expected to have the same output as her male colleagues, so that she can be promoted, can present challenges to advancement. This can also put extra strain on women who may end up suffering from postpartum depression and other health issues affecting her or the baby. 

Secondly, there is a lack of mentorship opportunities and role models. Sometimes, there is inadequate information on why mentorship is important and how to get it, thus young women judicial officers do not benefit. 

Thirdly, lack of work-life balance can present challenges. The workload and the targets set by the employer sometimes force judicial officers to carry work home, and this interferes with family time. Additionally, the possibility of being posted to a remote and/or unpreferred workstation greatly affects women judges/judicial officers advancing to leadership positions in the judiciary. Sometimes, women judicial officers are transferred to very remote and/or other workstations far away from their family, which strains the family. Some women have special family responsibilities that affect them adversely while serving in far off or remote places that lack adequate basic amenities such as hospitals and schools.

Fourthly, security concerns present additional challenges. From the place of work, the work environment is not secure, and even after work, as a judicial officer you are not safe. Last year a female judicial officer was killed while handling a case. Though the employer has been offering a security allowance, it is not even enough to employ a guard or to hire a police officer for personal security.

Fifthly, a lack of and/or limited opportunities for women judges and judicial officers to advance academically can hinder progress. The institution does not have tailor-made programs designed for women to advance academically as they work or resources, such as sponsorship, to support women to advance academically in progressing to leadership positions.

4. What changes would you like to see in the judicial system to better support the inclusion and advancement of women?

1. A better and conducive working environment with the right adequate facilities such as washrooms, hand washing areas, court rooms, chambers, nursing rooms, etc.
2. Sensitive policies that are accommodating to working women judicial officers and staff who have unique circumstances such as child birth and taking care of young ones where one has to breastfeed, which does not apply to male colleagues.
3. The judiciary should conduct serious and continuous trainings on gender bias and non-discrimination for all judges and judicial officers.
4. Increased mentorship of judicial officers and others. The mentorship can be extended even to the law schools where the female students shall be encouraged as they advance in the legal profession.
5. Fair recruitment and/or promotion processes. During elevation to the higher Courts, for example, in interviews, the women and all participants who were not successful should be notified of the reasons why they were not successful, so that by the next interview there shall be improvement. Further, sometimes in the process there is unnecessary invasion on personal matters which may be discouraging to women. Also, there should be a clear criterion for selection and/or promotion and transparent communication.
6. The institution to offer scholarships to young judicial officers so that we can learn new concepts and also attend conferences, even the international ones. The institution can have a system of equitable distribution of scholarships and opportunities noting the various regions in the republic of Kenya.
7. Women should be allowed to serve in the Kadhis’ courts, which are only presided over by males only.
8. Young women Judges and judicial officers should be encouraged to take more leadership positions and roles in the institution and in bodies such as IAWJ-KC.
9. Increased trainings and benchmarking opportunities for women judges for capacity building.
10.  Strengthened peer reviews within the institution.
11. Increased collaborations with other stakeholders, including international ones, in empowering women judges and judicial officers.

5. What topics would you like to see addressed for future CEN programming?

1. How to be a resilient woman judge/judicial officer in the current times
2. Work-life balance
3. Effective case management
4. Applying current technological advancements, including the use of Artificial Intelligence
5. Leadership
6. Women Judges/Judicial Officers as change makers
7. Women Judges/judicial officers and innovation in access to justice
8. Financial wellness
9. Retirement and how to plan early for retirement
10. Emerging issues on gender-based violence and children’s issues.
11. Health issues affecting women 

6. How has being a member of a women judges’ association like IAWJ-KC and IAWJ helped shape or advance your judicial career?

• I have benefited from the ongoing mentorship program, where I am gaining personal and professional development, including increased job-related wellbeing, self-esteem, confidence. and better work-life balance guidance. I have a mentor who has really helped me better myself in all aspects. I feel encouraged and look forward to an exciting career progression where the future looks very bright.
• Having participated in the many trainings organized by IAWJ and/or IAWJ-KC, I feel am better in handling issues that I encounter in my job as a judicial officer. 
• Further, I have gained extraordinary exposure, whereby IAWJ has given me the opportunity to interact with very senior judges, senior magistrates, and other professionals. We share experiences, challenges, and success stories. I have learned a lot from them on how to navigate life in the judiciary and have built worthy networks.
• Also, IAWJ/IAWK-KC has given me opportunities to meet and bond with colleagues in a less formal environment. Such moments are great avenues for connecting socially and having fun.
• When IAWJ organizes activities away from the workstation, the opportunities have served as great opportunities for debriefing and release the stress accumulated in the course of my judicial duties. It is during such activities, where one meets colleagues, and we share our experiences, encourage each other, and, in the process, debrief. Also, one gets to appreciate that what they are going through as a woman judicial officer is not unique, and it may be cross-cutting and affecting other colleagues. As such, we discuss how to tackle the issues.

7.     What advice would you give to younger women in the judiciary—or those aspiring to join—about rising, leading, and thriving in this field?

There are many opportunities in the Judiciary of Kenya. While serving in the institution, one has to be diligent and a person of integrity. Further, one has to build their own brand and be pro-active in serving the Kenyans. 

In addition, the women judicial officers should join IAWJ/IAWJ - Kenya Chapter as there is a lot to learn. Also, the Association affords women judicial officers an opportunity to interact with the great network of women judges who offer valuable experiences of what they have gone through. Also, there are mentorship programs where women judicial officers are encouraged and assisted in navigating and growing into higher positions in the judiciary.

The Women in Leadership in Law (WILIL) initiative, supported by Co-Impact and implemented by the International Association of Women Judges (IAWJ) and its Kenya Chapter (IAWJ-KC), seeks to create systemic change within judiciaries by advancing gender equity and leadership opportunities for women. The Collective Empowerment Network (CEN), a pioneering platform designed to strengthen professional development and support systems for women judges through a collaborative, non-hierarchical framework. The CEN fosters shared leadership, mutual learning, and collective advocacy to dismantle barriers that limit women’s entry, advancement, and influence within the judiciary. Through facilitated dialogues, networking, and engagement on priority issues such as anti-corruption, sexual harassment, and wellness, the CEN aims to create a gender-responsive judiciary that reflects the values and leadership of women at all levels, while promoting accountability, transparency, and institutional transformation.