WOLKITE UNIVERSITY SCHOOL OF GRAGUATE STUDIES COLLEGE OF SOCIAL SCIENCE AND HUMANITIES DEPARTMENT OF DEVELOPMENTAL PLANING AND MANAGMENT CHALLENGES AND OPPORTUNITIES OF WOMEN’S EMPOWERMENT IN PUBLIC SECTORS: THE CASE OF BUEE CITY ADMINISTRATION, EASTERN GURAGE ZONE, CENTRAL ETHIOPIA MA THESIS HULUAGERSH ASSEFA May, 2025 WOLKITE, ETHIOPIA ii Wolkite University School of Graduate Studies Challenges and Opportunities of Women’s Empowerment in Public Sectors: The case of Buee City Administration, Eastern Gurage Zone, Central Ethiopia Regional State A thesis submitted to School of Graduate Studies, in partial fulfillment of the requirements for the Degree of Master of Arts in Developmental Planning and Management Huluagersh Assefa Major advisor: Zelalem Dendir (Ph.D.) Co-Advisor: Tigist Ewente (MA) April, 2025 Wolkite, Ethiopia iii DECLARATION I declare that the research entitled, ―Challenges and Opportunities of Women's Empowerment in Public Sectors: The Case of Buee City administration’’ is my original work and has not been submitted previously to any university or other organization to fulfill a requirement for any research studies. Name: Huluagersh Assefa Signature: ________________ Date: ____________ iv WOLKITE UNIVERSITY SCHOOL OF GRADUATE STUDIES ADVISORS’ APPROVAL SHEET We hereby certify that we have read and evaluated this thesis titled ―Challenges and Opportunities of Women's Empowerment in Public Sectors: The Case of Buee City Administration, Eastern Gurage Zone, Central Ethiopia‖, prepared under our guidance by Huluagersh Assefa. We recommend that the thesis be submitted as fulfilling the requirements for the award of MA in Developmental Planning and Management. Zelalem Dendir (PhD) ____________ ______________ Major adviser Signature Date Tigist Ewente (MA) ______________ ______________ Co-adviser Signature Date v WOLKITE UNIVERSITY SCHOOL OF GRADUATE STUDIES EXAMINERS’ APPROVAL SHEET As members of the Board of Examiners of the Masters of Art Thesis open defense examination, we have read and evaluated this Thesis prepared by Huluagersh Assefa and Examined the candidate. We hereby certify that the thesis is accepted for fulfilling the requirements for the award of the degree of Master of Art (MA) in Developmental Planning and Management. Name of the student signature Date Huluagersh Assefa __________________ ________________ Approved by: --------------------- (--------) ____________ _________________ Name of Major Advisor Signature Date --------------- -------- (-----) ________ _______________ Name of CO- Advisor Signature Date ---------------- (------) _________________ __________________ Name of Reviewer Signature Date ____________________ _________________ __________________ Name of Reviewer Signature Date ____________________ _________________ __________________ Name of DGC chairman Signature Date __________________ __________________ _________________ Name of CPG coordinator Signature Date ____________________ _________________ __________________ Final approval and acceptance of the Thesis is contingent upon the submission of its final copy to the Council of Postgraduate Program (CPGS) through the candidate’s department or school graduate committee (DGC or SGC). May, 2025 Wolkite, Ethiopia vi ACKNOWLEDGEMENTS Above all, I would like to thank the almighty God for being with me in all aspects and giving me strength, peace, and the gift to accomplish this work appropriately and successfully. Next, I would like to express my heartfelt gratitude to my advisor, Dr. Zelalem Dendir, who helped and offered fruitful comments, supportive ideas, his patience, and his precious time starting from the beginning up to the completion of these. I pray to God to give him peace, health and long life. Thirdly, I would like to express my deepest thanks and appreciation for my co- adviser, Tigist Ewnete (MA) for her advice on how to work properly. I would like to acknowledge, with gratitude, my debt of thanks to my beloved husband Mr. Andualem Teshale and my family for their endless patience; encouragement, and help has contributed a lot to the completion of this thesis. I also thank the officials of Buee city administration public sectors’ leaders and employees for their kind cooperation and provision of the required valuable data for the research. Finally, I would extend my sense of gratitude to the Administration of Sodo Woreda and Wolikite University for giving me the chance to attend this MA program. Huluagersh Assefa vii ABBREVIATIONS AND ACRONYMS AU's African Union's CEDAW Convention on the Elimination of All Forms of Discrimination Against Women CSA Central Satirical Agency DA Disagree EPRDF Ethiopia revolutionary democratic front FAO Food and Agricultural Organization MA Master of Arts MDGs Millennium Development Goals MSC Master of Science NAP National Action Plan NGO Nongovernmental Organization NPC Non Player Character OECD Organization for Economic Cooperation and Development SA Strongly Agree SD Strongly Disagree SDGs Sustainable Developmental Goals SPSS Statistical Package for Social Science UN United Nations UNDAF United Nations Development Fund UNDP United Nation’s Developmental Programmed UNICEF United Nations International Children's Emergency Fund viii TABLE OF CONTENTS DECLARATION ................................................................................................................................ iii ABBREVIATIONS AND ACRONYMS ........................................................................................... vii TABLE OF CONTENTS .................................................................................................................. viii LIST OF TABLES .............................................................................................................................. xi LIST OF FIGURES ............................................................................................................................ xii LIST OF APPENDIXES ................................................................................................................... xiii CHAPTER ONE .................................................................................................................................. 1 1. INTRODUCTION ........................................................................................................................ 1 1.1. Background of the Study ...................................................................................................... 1 1.2. Statement of the Problem ...................................................................................................... 3 Objectives of the Study .................................................................................................................... 6 1.2.1. General Objectives ........................................................................................................ 6 1.2.2. Specific Objectives ....................................................................................................... 6 1.3. Research Questions ............................................................................................................... 6 1.4. Significance of the study....................................................................................................... 6 1.5. Scope of the Study ................................................................................................................ 8 1.6. Limitation of the Study ......................................................................................................... 8 1.7. Organization of the Thesis .................................................................................................... 8 CHAPTER TWO.................................................................................................................................. 9 2. REVIEW OF RELATED LITERATURE .................................................................................... 9 ix 2.1. Theoretical Review ............................................................................................................... 9 2.1.1. The Concept of Women Empowerment ........................................................................ 9 2.1.2. Women's Empowerment Theory ................................................................................. 10 2.2. Empirical Studies Review ................................................................................................... 11 2.2.1. Current practices to empower women ......................................................................... 11 2.2.2. Challenges of women empowerment .......................................................................... 11 2.2.3. Opportunities of women empowerment ...................................................................... 16 2.3. Conceptual Framework of the study ................................................................................... 20 CHAPTER THREE ............................................................................................................................ 24 3. RESEARCH METHODOLOGY ............................................................................................... 24 3.2. Description of the Study Area............................................................................................. 24 3.2. Research Approach ............................................................................................................. 24 3.3. Research Design ................................................................................................................. 25 3.4. Sampling Techniques and Sample Size Determination ....................................................... 25 3.4.1. Sampling Techniques .................................................................................................. 25 3.4.2. Target Population........................................................................................................ 26 3.4.3. Sample Size Determination ......................................................................................... 26 3.5. Methods of Data Collection and Instruments ...................................................................... 27 3.5.1. Sources of Data ........................................................................................................... 27 3.5.2. Data Collection Instruments........................................................................................ 27 3.6. Validity and Reliability of the Instruments ......................................................................... 29 3.7. Piloting the Instrument ....................................................................................................... 29 x 3.8. Method of Data Analysis .................................................................................................... 30 3.9. Ethical Considerations ........................................................................................................ 30 CHAPTER FOUR .............................................................................................................................. 32 4. RESULTS AND DISCUSSION ................................................................................................. 32 4.1. Socio-demographic Profile of Respondents ............................................................................. 32 4.2. Current Practice of Women’s Empowerment ..................................................................... 36 4.3. Challenges of Women Empowerment ..................................................................................... 39 4.3.1. Cultural and Societal Norms ....................................................................................... 39 4.3.2. Structural Barriers within Governmental Organizations ............................................. 40 4.3.3. Economic constraints .................................................................................................. 42 4.3.4. Lack of Networking Opportunities ............................................................................. 43 4.3.5. Overburden of Domestic Responsibilities ................................................................... 44 4.3.6. Policy Related Challenges .......................................................................................... 45 4.4. Opportunities of Women’s Empowerment ......................................................................... 47 CHAPTER FIVE ................................................................................................................................ 51 5. SUMMARY, CONCLUSION AND RECOMMENDATION ........................................................ 51 5.1 Summary ...................................................................................................................................... 51 5.2 Conclusion .................................................................................................................................... 52 5.1. Recommendations .............................................................................................................. 53 5.2. Future Research Directions ................................................................................................. 54 6. REFERENCES ........................................................................................................................... 55 7. List Of Appendixes..................................................................................................................... 66 xi LIST OF TABLES Table 1. Reliability Statistics Coefficient............................................................................................ 30 Table 2. Cultural and Societal Norms ................................................................................................. 39 Table 3. Structural Barriers within Governmental Organizations ....................................................... 40 Table 4. Respondents view on Economic Constraints ........................................................................ 42 Table 5. Access to Networking Opportunities .................................................................................... 43 Table 6. Burden of Domestic Responsibilities .................................................................................... 44 Table 7. Policy Related Challenges .................................................................................................... 45 Table 8. Opportunities of Women’s Empowerment ........................................................................... 47 xii LIST OF FIGURES Figure 1. Conceptual Framework of the Study.................................................................................... 23 Figure 2. Map of the Study Area ......................................................................................................... 24 Figure 3. Age of Sampled Respondents .............................................................................................. 32 Figure 4. Educational Level of Sampled Respondents ....................................................................... 33 Figure 5. Work experience of Sampled Respondents ......................................................................... 34 Figure 6. Job Position of the Sampled Respondents ........................................................................... 34 Figure 7. Marital Status of Sample Respondents ................................................................................ 35 Figure 8. Women’s Representation in Decision Making Position ...................................................... 36 Figure 9. Access to Further Education Opportunities (Postgraduate Program) ................................... 37 Figure 10. Access to loan services ...................................................................................................... 38 xiii LIST OF APPENDIXES Appendix 1. Questionnaire.................................................................................................................. 66 Appendix 2. Interview [English version] ............................................................................................ 71 xiv ABSTRACT Women's empowerment has been as a pivotal area of development discourse, yet its realization remains fraught with challenges, particularly within governmental public sectors in developing countries. . This study aimed to identify challenges and opportunities of women’s empowerment in public sectors in Buee City Administration, Eastern Gurage Zone. To address the research objectives, the study employed descriptive survey research design with mixed approaches. Both probability and non-probability sampling techniques were used to select sample respondents. Purposive sampling was used for selecting public sectors and leaders for interviews. Additionally simple random sampling was used to select female respondents for questionnaires. Both primary and secondary data sources were used. Questionnaires, interviews, and document reviews were used as data gathering instruments. Descriptive statistics were used for analyzing quantitative data, and qualitative data were narrated and embedded to support quantitative data analysis. The findings of the study revealed that cultural and societal norms, structural barriers of organizations, economic constraints, lack of networking opportunities, overburden of domestic responsibilities, and policy-related challenges were main challenges which hindered women empowerment in public sectors. Additionally, limited capacity development and training opportunities coupled with lack of women empowerment initiatives were identified as challenges. Affirmative action, presence of women and children sectors, gender preference, quota system and innovation of technology were identified as available opportunities for empowering women in public sectors. Based on the study findings; gender sensitivity capacity building training, community awareness campaigns, mentorship programs that aim to cultivate a supportive network for women in local government were recommended to enhance women’s empowerment and their contribution to the public sector. Keywords: challenge, opportunity, women's empowerment, Buee. 1 CHAPTER ONE 1. INTRODUCTION 1.1. Background of the Study Women's empowerment is the process of enhancing women's political, social, economic, and cultural power, encouraging their agency, and facilitating their involvement in decision-making at all levels The United Nations asserts that empowering women advances society as a whole, resulting in increased economic growth and less inequality, in addition to benefiting individuals (UN Women, 2023). This study examined the multifaceted challenges and opportunities surrounding women's empowerment within city administrations globally, African and with a particular focus on the Ethiopian contexts, Buee City Administration, Eastern Gurage Zone, Central Ethiopia Regional State Although women's empowerment has become a key topic in development discourse, there are still many obstacles in the way of its actualization, especially in the public sector of government. As a distinct locus of governance, the city administration has a significant impact on whether or not women participate in decision-making processes This study looked at the many potential and problems related to women's empowerment in African and international city administrations, with an emphasis on Ethiopian contexts, specifically in the Buee City Administration in the Eastern Gurage Zone of the Central Ethiopia Globally, women remain underrepresented in political leadership and administrative roles within city governance. According to the UN Women (2021), women occupy only 25% of political positions at the national level and an even lesser percentage in city administrations. This disparity is often attributed to socio-cultural norms, institutional barriers, and economic inequalities that systematically marginalize women's voices. Despite these challenges, there exist substantial opportunities for empowerment through policy reform, advocacy, and grassroots mobilization. For instance, the adoption of gender-responsive budgeting and inclusive governance frameworks can significantly enhance women's participation in local government (Bächtiger et al., 2020). 2 Women's empowerment faces significant obstacles in Africa, which are exacerbated by socioeconomic and cultural issues. Although many countries continue to struggle with entrenched gender prejudices and patriarchal systems, the African Union's Agenda 2063 seeks to put women at the forefront of African development (African Union, 2015). Women encounter obstacles in city administrations, including restricted access to training and education, a dearth of mentorship possibilities, and exclusion from networks that promote political participation. The African experience has demonstrated, meanwhile, that women's concerted efforts through neighborhood advocacy organizations can result in revolutionary changes to laws that impact their communities (UN Women, 2020). The difficulties faced by women in city governments in Ethiopia are especially noticeable in light of the country's changing political climate. Women's representation in government rose dramatically when the Ethiopian People's Revolutionary Democratic Front (EPRDF) party pledged to achieve gender parity, and it now stands at almost 50% in the national parliament (Beekman, 2021). Nevertheless, under local governing frameworks, this numerical representation does not imply actual power or influence. The politicization of women's roles, cultural norms, and long-standing gender stereotypes are some of the factors that frequently obscure women's contributions and reduce their efficacy in public office. Therefore, even while legal frameworks encourage women's empowerment, a critical examination of the practical repercussions is still necessary (Tafesse, 2022).Opportunities for enhancing women's empowerment in city administrations can be derived from various initiatives that promote gender equity and include local women's voices in decision-making processes. Programs aimed at capacity building, such as skill development workshops, leadership training, and public administration courses tailored for women, can equip them with essential tools to navigate political landscapes effectively (World Bank, 2021). Additionally, fostering partnerships with civil society organizations and international bodies can help create inclusive platforms where women's issues are prioritized in urban policies and planning. Moreover, technology presents a burgeoning opportunity for women's empowerment in city administration, particularly in African and Ethiopian contexts. Digital tools can enhance women's access to information, increase civic engagement, and facilitate the establishment of 3 networks for advocacy and support (Omodia & Fadeyibi, 2021). Initiatives leveraging mobile technology and social media to amplify women's voices and mobilize communities around issues pertinent to local governance can contribute significantly to reshaping the narrative around women's roles in public sectors. Overall, the aforementioned situation shows that although there are still major obstacles to women's empowerment in the public sectors of city administration, government, and Ethiopia, there are also a lot of potential for considerable change. Understanding and resolving the unique difficulties faced by women in local administrations becomes crucial as cities all over the world work toward inclusive government. In light of the aforementioned perspectives, this study sought to evaluate the opportunities and challenges of women's empowerment: the case of Buee City Administration government Public Sectors in Eastern Gurage Zone, Central Ethiopia Regional State. 1.2. Statement of the Problem The empowerment of women is a fundamental aspect of achieving gender equality and sustainable development. This empowerment is particularly significant within the context of city administration in public sectors, where women’s participation can lead to enhanced governance and improved service delivery. Even though the value of women's empowerment is becoming more widely acknowledged, a number of obstacles still prevent women from fully participating in leadership roles in the public sector. The purpose of this study was to describe the issues surrounding the potential and difficulties of women's empowerment, particularly in the setting of Buee municipal government in the Eastern Gurage zone. According to the World Economic Forum (2021), women only make up around 26.1% of national legislators worldwide, indicating that there is still a gender gap in political engagement. Women were frequently excluded from decision-making processes in local administration due to their underrepresentation in public posts.. The difficulties were multifaceted, with the structural exclusion of women from governing posts being exacerbated by sociocultural obstacles, discriminatory legislative frameworks, and 4 inadequate support networks. According to earlier studies, women encounter particular challenges such violence against women, societal preconceptions, and the weight of unpaid caregiving, all of which further restrict their ability to participate in public administration (UN Women, 2020). As a result, the global backdrop presented women's empowerment as a crucial but difficult endeavor that required substantial transformation to provide supportive circumstances. These difficulties are made worse in the African context by socioeconomic and historical circumstances. The execution of the progressive policies that the African Union has enacted to increase women's participation in governance is still deficient (African Union, 2019). In many African nations, women have restricted access to economic resources and education, which makes it harder for them to compete for leadership roles. Cultural norms often stigmatize women who aspire to public service, undermining their authority and ability (Ezeani, 2022). However, there were opportunities; international advocacy and other grassroots efforts have highlighted the importance of women's contributions to the progress of society. They provided a number of ways to increase women's participation and integrate gender perspectives into local policymaking. Although Ethiopia's circumstances are distinct, they nevertheless reflect the opportunities and difficulties that exist both internationally and in Africa. The fact that women today hold more than 50% of parliamentary seats is proof that the Ethiopian government has achieved significant progress in empowering women. This percentage is among the highest in the world (UNDP, 2021).However, this numerical representation does not necessarily translate into real empowerment or influence in decision-making processes (Zewde, 2021). The additional challenges that result from the junction of ethnic politics and gender dynamics may have an effect on women's participation in city management. Political parties and governmental institutions, which still function according to patriarchal paradigms, frequently discriminate against women (Mekonnen, 2020). Notwithstanding these obstacles, Ethiopia's dedication to gender equality in leadership provides a platform for investigating successful initiatives and laws that support true women's empowerment in public sectors. 5 In all of these situations, the obstacles that women encounter in city administration are not insurmountable. In fact, there are plenty of chances to advance women's empowerment in government. Increasing funding for educational and training initiatives can give women the tools they need to function well in public administration. Furthermore, creating networks and mentorship programs can help women gain confidence and enter the. In order to foster an atmosphere that supports women's full involvement in governance, legislative frameworks that uphold women's rights and advance gender equality are essential (Jahan, 2022). A more inclusive approach to governance that acknowledges the interdependence of men and women in the development of society might also result from enlisting men as allies in the fight for gender equality. A multidimensional strategy including societal change, policy reform, and the active participation of women and their allies is needed to address these issues. For societies to grow holistically and to achieve gender equality, a deliberate effort is required to remove obstacles and encourage women's active participation in decision-making processes. On the other hand, gender inequality in politics is a prevalent issue in Buee City Administration, where women are underrepresented in decision-making and face social, economic, and political disadvantages, according to the researcher's observations and experience there. Furthermore, to the best of the researcher's knowledge, there is no empirical research on the opportunities and challenges of women's empowerment at the city administration level that suggests a geographical or place gap, despite decades of extensive research on women's empowerment in the government and public sectors across the nation. Thus, this demonstrates the contextual gap—the lack of research in particular circumstances. Furthermore, "Study the problem if your study replicates a former study but investigates different participants and other research settings," as Creswell (2012) said. Therefore, even if the topic at hand has been the subject of several studies in various fields, the researcher hopes to close the gap by extending it into the public sectors of Buee City Administrative Government. Thus, this research may be considered unique in the field of study based on the aforementioned perspectives. 6 Consequently, given the gap mentioned above, the researcher believed that it was necessary to close it by identifying obstacles to and chances for women's empowerment: the case of Buee City Administration government Public Sectors in Eastern Gurage Zone, Central Ethiopia Regional State. Objectives of the Study 1.2.1. General Objectives The general objective of the study is to assess the challenges and opportunities of women's empowerment in the public sector of Buee City Administration. 1.2.2. Specific Objectives This study attempted to achieve the following specific objectives: 1. To assess the current practices to empower women in public sectors 2. To identify the key challenges that hinder women’s empowerment in public sectors 3. To assess the opportunities available for empowering women in public sectors 1.3. Research Questions The study attempted to address the following basic questions: 1. What are the current implemented practices to empower women in public sectors in Buee city administration? 2. What are the key challenges that hinder to women’s empowerment in public sectors? 3. What are the available opportunities for empowering women in the public sector in Buee city administration? 1.4. Significance of the study The study of women's empowerment, particularly within the context of city administration in the Eastern Gurage Zone of Central Ethiopia, holds substantial significance for multiple stakeholders. As the landscape of women's roles continues to evolve, understanding both the 7 challenges and opportunities they face becomes crucial for fostering equitable societal development. For management bodies of women affairs offices, this study serves as a vital resource that informs policy formulation and programmatic interventions. By identifying specific challenges faced by women in public sector roles such as systemic discrimination, lack of access to training, and underrepresentation in decision-making processes these offices can tailor initiatives that address structural barriers. Furthermore, the study highlights opportunities for enhancing women's participation, which can lead to more inclusive governance and improved service delivery. For women themselves, this research is empowering. It provides a platform that amplifies their voices, shedding light on their realities and aspirations. By documenting both obstacles and opportunities, the study can inspire women to engage actively in public service roles, reinforce their agency, and encourage collective advocacy for equitable practices within their communities. For researchers, the significance of this study lies in its contribution to the broader discourse on gender equality and women’s empowerment in developing contexts. By focusing on a specific geographical area and administrative context, the findings will enrich academic literature and offer a concrete case study that other scholars can reference. Additionally, it encourages further inquiry into the dynamics between governance, gender, and community development. Finally, for concerned government bodies at the administrative level, this study underscores the importance of integrating a gender-sensitive approach in public administration policies. By recognizing the unique challenges women face and the potential benefits of their empowerment, local governments can enhance organizational effectiveness. This ultimately fosters an environment conducive to gender equity, which is essential for sustainable development. In general, the significance of this study extends beyond academic interest; it provides strategic insights for various stakeholders involved in the promotion of women's empowerment in the Eastern Gurage Zone. The findings will facilitate informed decision-making, encourage active 8 participation of women in governance, and contribute to the overarching goal of gender equity and social progress within the region. 1.5. Scope of the Study The study area was 20 public sectors from the whole public sectors which are found in Buee city administration. The City Administration is located in the Eastern Gurage Zone, Central Ethiopia Regional State. It is one of the administrative city in the Eastern Gurage zone that was formed recently as an administration city. The city is also located East of Wolikite city Administration, Southern of A.A and North of Werabe city Administration This study's time frame was taken (from March 2024 to May 2025 G.C). The target population of the study was female employees and the objective is to identify the challenges and opportunities of women's political empowerment in Buee city administration public sectors. 1.6. Limitation of the Study It is obvious that there would be limitations to study. Because of this, several challenges were faced during the study's execution, such as a lack of adequate funding and time. Nevertheless, in spite of these challenges, the investigation could be carried out and the work finished.. Respondents were very busy, especially leaders in their respective duties, because of many political and governmental responsibilities, and the researcher was devoted time to dealing with them so that they can at least respond completely to the open-ended questions on the questionnaires and interviews. 1.7. Organization of the Thesis This research is organized in five chapters. The first chapter holds the introduction part, problem statement, objective of the study, research questions, significance of the study, scope of the study and limitation of the study. Chapter two discusses the different works of literature that was reviewed which related to the objectives. . In chapter three, the study designs, methods, and techniques used for data gathering and analysis were given. Data presentation, analysis, interpretations, and debate were covered in the fourth chapter. The study's summary, results, and suggestions were finally incorporated in chapter five. 9 CHAPTER TWO 2. REVIEW OF RELATED LITERATURE 2.1. Theoretical Review 2.1.1. The Concept of Women Empowerment The process of enhancing women's political, social, economic, and cultural power, encouraging their agency, and facilitating their involvement in decision-making at all levels is known as women's empowerment. The United Nations asserts that empowering women advances society as a whole, resulting in increased economic growth and less inequality, in addition to benefiting individuals (UN Women, 2023). All things considered, attaining sustainable development and guaranteeing that women can reach their maximum potential in all spheres of life depend on women's empowerment. Encouraging inclusive governance and equitable development requires the empowerment of women in public sectors, especially at the town and city levels. Women's representation in various fields is improved, and policy-making and service delivery are improved as well, meeting the varied demands of the population. The United Nations Development Program (2020) asserts that gender parity in leadership roles can result in more responsive and efficient governance, especially in local administrations where choices directly affect the daily lives of inhabitants. In the African setting, regional organizations like the African Union have made the progress of women in public sectors a priority. The African Women's Decade (2010-2020) was one of several programs designed to hasten women's empowerment in government, especially at the local level. According to a recent World Bank study from 2021, women's involvement in local government processes greatly improves the prioritization of social issues. As more women participate in decision-making, the socioeconomic dynamics of communities are influenced in addition to the policies that are put into place. Through affirmative action measures designed to increase women's representation in local governance, Ethiopia's government has made significant progress toward women's empowerment 10 in public sectors. In its 2022 report, the Taskforce on Women's Leadership emphasized that more community-centered policies and public trust in government institutions result from women's empowerment at the city and town levels. Success examples from different parts of Ethiopia have demonstrated that issues like gender-based violence and educational access receive more attention when women participate in the decision-making process (Ministry of Women, Children, and Youth Affairs, 2023). In the end, attaining long-term economic and social results that benefit every member of society depends on the local empowerment of women in government and public sectors. 2.1.2. Women's Empowerment Theory There are four waves in the feminist movement. The second wave, which took place in the 1960s and 1970s, promoted equal legal and social rights. The first wave took place throughout the nineteenth and early twentieth century struggle for women's suffrage. The second wave was followed and responded to by the third wave, which started in the 1990s. Women's empowerment is the focus of the fourth wave, which started in 2012 and is still continuing strong. The fourth wave emphasizes gendered norms and women's social marginalization in order to promote greater gender equality. Women, especially transgender women and women of color, have historically been viewed as a marginalized category. Fourth- wave feminists argue that policies and practices that take into account the opinions of all people will make society more egalitarian and call for increased representation of these groups in business and politics. In addition to challenging gender norms (such as the freedom to express one's emotions and feelings, the freedom to express oneself physically, and the ability to be an involved parent to one's children), the fourth wave of feminism advocates for equal pay for equal work and equal opportunities for women and girls. It also calls for the pursuit of justice for harassment and assault. According to Creswell (2014), a transformative philosophical worldview centers on the needs of persons and groups who are disadvantaged or excluded in our society. The UN and other international organizations actively promote gender equality and women's empowerment as current global hot topics. Women make about half of the world's population and work in both self-employment and informal economic sectors. Once more, 11 according to the OECD (2014), women perform unpaid care work two to ten times as frequently as men. Nonetheless, women are invisible in management roles in the public, corporate, and civil society sectors due to the formal employment sector's placement of most women in lower and middle-level posts (Meron, 2018). This unequal distribution of employment is linked to biased social institutions and gender stereotypes (OECD, 2014), which distort gender equality. 2.2. Empirical Studies Review Numerous studies on the prospects and difficulties of women's empowerment in the public sector at the city/town administration level have been conducted. However, the following is a survey of some local researchers' results, opinions, and suggestions about the relevant subject. 2.2.1. Current practices to empower women Gender equality has advanced significantly in Ethiopia, especially in the public sector at the town and city government levels. the dominant male culture has a significant impact on women, which impacts their involvement in leadership roles. ( Misker,2021). The formal employments at the sector level place the majority of women in lower and middle-level positions, making women invisible in management positions in the government, private, and civil society sectors (Meron, 2018). That there is a challenge which hinder women empowered politically in the city administration and public sectors. , the disparity in women's representation in municipal government is a reflection of larger structural problems that require immediate attention. Nonetheless, the effectiveness of these actions is still dependent on the active demolition of discriminatory practices and the wider recognition of women's rights in society (Hamza, 2023). 2.2.2. Challenges of women empowerment Beyond representation, women's empowerment in the public sector especially in Ethiopian town and city administrations remains a critical issue. Notwithstanding the advancements in politics, a number of barriers still stand in the way of women's full potential in leadership. The main difficulties encountered in this situation are explained in this section. 12 Cultural and societal norms In recent years, women's empowerment in public sectors—especially at the town and city administration levels has attracted a lot of scholarly interest. Cultural and socioeconomic traditions frequently prevent women from participating in government in Ethiopia, a country with a complex tapestry of ethnic diversity and traditional societal institutions. According to research, ingrained patriarchal traditions discourage women from attaining leadership positions in local government organizations by perpetuating gender prejudice (World Bank, 2021). Their agency and possibilities in political spheres are further hampered by these societal beliefs, which are entwined with cultural expectations concerning women's primary roles in the home (Bamfo, 2022). Teshome et al. (2023) claim that the absence of mentors and role models in administrative structures not only keeps women invisible in politics but also lowers their perceived talents in the eyes of peers and constituents. Therefore, the disparity in women's representation in municipal government is a reflection of larger structural problems that require immediate attention. Nonetheless, the effectiveness of these actions is still dependent on the active demolition of discriminatory practices and the wider recognition of women's rights in society (Hamza, 2023). To break down negative perceptions and create a supportive atmosphere for female leaders, programs including community awareness campaigns and gender sensitivity training have been suggested. Structural barriers within governmental organizations Significant scholarly attention has been paid to the empowerment of women in governmental institutions, especially at the town and city administration levels. Studies show that long- standing patriarchal conventions and antiquated gender roles are major obstacles to women's advancement in public sectors (Mekonnen, 2021). Moreover, gender-sensitive policies that could encourage women's involvement in local governance are frequently not accommodated by institutional frameworks, which frequently remain inflexible (Oromia & Dzato, 2022). Women's 13 capacity to advance to leadership roles and successfully participate in decision-making processes is significantly hampered by this lack of flexibility. The lack of resources, networking opportunities, and professional development chances for women in government positions is another significant structural barrier. Research indicates that when it comes to training and mentorship possibilities, women frequently experience notable differences from their male counterparts (Tamirat, 2023). Women's visibility and power inside local government structures are diminished, and current disparities are made worse by this professional seclusion. Furthermore, the lack of supportive systems like childcare centers and flexible work schedules deters women from entering the public sector and fosters an atmosphere that values male involvement (Woldemariam, 2023). The maintenance of structural barriers in Ethiopian governmental entities is also significantly influenced by cultural attitudes and societal expectations. Traditional perspectives frequently perpetuate the idea that leadership roles are best suited for men, which makes women less confident in their ability to pursue them (Zemene, 2022). Furthermore, gender-based discrimination is a common occurrence for female employees, which makes it difficult for them to function well in governmental settings (Berhanu, 2023). At the local level, addressing these social norms is crucial to establishing an atmosphere that supports women's empowerment in public sectors. Economic constraints Achieving gender equality and sustainable development depends on women's empowerment in public sectors of government. However, women's involvement and success in these roles are severely hampered by financial limitations. According to established research, efforts to establish an environment that supports women's leadership in local government structures are hampered by a lack of funding for gender-specific programs and other financial constraints (Kumar & Singh, 2021). Budget allocations frequently favor male-dominated industries, ignoring the need for comprehensive gender-sensitive policies that promote women's representation, making this challenge especially acute in developing countries (UN Women, 2022). 14 The problem is made worse in Ethiopia by long-standing socioeconomic inequalities that prevent women from accessing the tools, education, and networking opportunities needed for meaningful engagement in politics. Research shows that women are frequently not financially independent, which restricts their capacity to participate in political activities or assume leadership positions in administrative settings (Assefa, 2021). Furthermore, cultural traditions that value male leadership often exacerbate economic limitations, reinforcing gender stereotypes that hinder women's empowerment (Alemayehu, 2020). These structural problems are a reflection of a larger problem that many developing nations face, where social and economic restrictions combine to make it extremely difficult for women to pursue careers in public service. Lack of networking opportunities In the public sectors of government, efficient networking is essential for strengthening governance, boosting service quality, and encouraging cooperation between different players. Nonetheless, the research highlights serious issues with the dearth of networking opportunities at the administrative levels of towns and cities, especially in Ethiopia. This shortcoming frequently results from systemic obstacles that prevent the development of strong networking frameworks, such as a lack of resources, inadequate strategic planning, and bureaucratic inertia (Alemayehu & Kassa, 2022). Inadequate institutional frameworks that impede networking activities are a major problem in Ethiopian towns. Local governments frequently function in silos, which causes agencies and stakeholders to communicate and collaborate in fragmented ways. According to research, this isolation makes it more difficult to share resources and best practices, which is crucial for the successful implementation of policies (Mulugeta & Alemayehu, 2021). In order to promote a networked public sector environment, two-way activities and information sharing are impeded by the numerical gap (Gobena & Haji, 2023). Therefore, removing these technological obstacles is essential to fostering networking and cooperation among public managers. 15 Finally, Ethiopia's sociopolitical environment makes local networking chances much more challenging. Prioritizing security and stability over cooperative governance and networking has frequently resulted from the persistent political dynamics and regional tensions (Teferra & Zewde, 2023). Over burden of domestic responsibilities For government workers, especially those in the public sectors at the town or municipal administrative levels, the excessive workload of household duties has become a major obstacle. Numerous studies have shown that this phenomena frequently has a negative effect on employee morale, job performance, and overall efficiency. Gender disparities in the workplace are exacerbated for female public officers in particular, who must balance conventional household responsibilities with professional responsibilities (Moges, 2021). According to research, this social expectation frequently puts female employees at a disadvantage, which raises absence rates and lowers job satisfaction levels overall (Tessema & Sari, 2022). The ongoing load of household duties prevents women from advancing professionally and fully participating in public service positions, even in the face of government efforts to increase their employment. The challenges faced by people balancing work and household duties are exacerbated by the absence of supportive legislation, such as flexible working hours or family leave laws (Assefa, 2023). This oversight eventually harms local governance by undermining the potential contributions of talented professionals to public administration and by sustaining cycles of discontent and poor performance. Policy related challenges An essential component of public administration, particularly in developing countries like Ethiopia, is the efficient operation of local government entities. The policy-related issues that hinder town and municipal administrations' operational effectiveness have drawn more attention from academics in recent years. Lack of clear policy frameworks is a major issue that frequently leads to inefficiencies and overlapping obligations (Kassahun, 2021). The implementation of developmental initiatives may be hampered by the lack of comprehensive policy guidelines, 16 which could have a negative impact on municipal service delivery and citizen involvement (Taddesse et al., 2022). The lack of capacity in local government systems is another major obstacle. The inability of many Ethiopian town and city administrations to properly implement policies is caused by a shortage of qualified staff and insufficient training initiatives (Woldemariam, 2023). Mulu and Tola (2021) assert that the lack of support networks and skilled personnel restricts local governments' capacity to effectively manage resources, resulting in subpar service delivery and discontent among the populace. 2.2.3. Opportunities of women empowerment To promote participatory government, it is essential to encourage women's participation in town and city administrations. Research indicates that the inclusion of women in decision-making processes improves them by introducing a variety of viewpoints (Norris, 2021). Research from a variety of settings shows that women's involvement in local administration significantly boosts civic engagement and community involvement, especially among underrepresented groups (Karam et al., 2022). Women in leadership roles are essential change agents and role models who encourage other women and girls to get involved in civic life. In addition to dispelling gender stereotypes, women leaders inspire the next generation to see themselves as active participants in the political and civic arenas (Eagly and Carli, 2020). Initiatives to support female leadership in local governments in Ethiopia have demonstrated that having visible female leaders can improve public perceptions of women's participation in governance (UN Women, 2023). Particularly at the municipal level, involving women in local administration can lead projects that advance social justice and economic prosperity. Significant advancements in economic policies that prioritize social justice and sustainable development have been associated with women's involvement in local decision-making in Ethiopia (African Development Bank, 2023). Municipalities can attain more fair results and generate chances for comprehensive community development by skillfully incorporating women's viewpoints into local government frameworks. 17 Implementation of affirmative action policies One important tool for increasing the number of women in government roles, especially at the local administration level, is affirmative action legislation. Addressing structural injustices and advancing gender parity in public sectors are the goals of these policies. The literature indicates that affirmative action can considerably influence the number of women in decision-making roles, hence encouraging inclusive government. For example, a study by Osei et al. (2021) shows that nations with strong affirmative action policies have seen a significant rise in women's political participation, indicating that these policies can successfully remove obstacles to entering political arenas. Affirmative action initiatives have been used by the Ethiopian government to increase the number of women in local government. The Federal Democratic Republic of Ethiopia (2018) states that the 2018 Gender Equality Strategy emphasizes the importance of women's active participation in political processes, particularly at the town and city government levels. Woldemariam and Mulugeta's research (2022) Despite these advancements, Ethiopia still faces difficulties in effectively implementing affirmative action legislation, as social attitudes and cultural agreements often prevent women from fully participating in local governance. However, a study by Abebe (2023) indicates that communities' persistent gender biases call for complementary strategies that support social transformation and the development of female leaders.. Capacity-building programs For inclusive governance and sustainable development to be promoted, women in public administration must be empowered. In recent years, there has been a lot of interest in capacity- building initiatives that give women the information and abilities they need to participate effectively in the government sector. These initiatives are aimed to address the gender discrepancies that remain in public administration, notably at the town and municipal administration levels. Studies show that these kinds of programs not only improve women's skills but also help local governments make better decisions (UN Women, 2021). The success of 18 these capacity-building initiatives in increasing the representation of women in public administration has been demonstrated in recent research. Women who took part in these workshops reported feeling more confident and having a better grasp of their roles in local governing institutions, according to a research by Abebe et al. (2023). To assist women who aspire to leadership positions in local governance, a number of capacity- building programs have been introduced. For example, the Ethiopian Women's Development Fund has put in place training courses that emphasize policymaking, leadership, and negotiating techniques, all of which are essential for efficient public administration (World Bank, 2022). Additionally, collaborations with non-governmental groups have enabled mentorship programs and workshops that seek to develop a network of support for women in local administration. Community engagement Promoting inclusive decision-making procedures that take into account the many demands of the community requires the involvement of women in governance, especially at the local level. However, preconceptions and societal norms frequently prevent women from participating in public sectors, particularly in developing nations like Ethiopia. Gender inequality is perpetuated by ingrained gender norms and cultural biases that severely restrict women's access to governance possibilities (Alemayehu, 2022; Kassa et al., 2023). One crucial tactic to combat these damaging conventions and encourage women's active involvement in local government is community engagement. In order to effectively engage the community, local stakeholders must be mobilized to address gender prejudices and stereotypes through educational efforts and awareness campaigns. Participatory methods, such community discussions and workshops, have been shown to dramatically change attitudes about women's involvement in government (Fisseha, 2023). To increase women's representation in local councils, for example, the Ethiopian government implemented affirmative action policies (Girma, 2022). However, the degree to which local governments interact with communities to dispel preconceived notions and increase understanding of the value of women's participation will determine how effective these programs 19 are. To guarantee that these programs reach their target audiences and promote significant change, cooperation between governmental bodies and civil society organizations is crucial. Networking platforms The importance of networking platforms for women in public sectors has received a lot of attention lately, especially as a way to create communities of support at the town and city administration levels. These forums are essential venues for women to exchange stories, obtain information, and create business connections that can improve their capacity and clout in the public sector. According to research, these networks ultimately help communities overall by empowering women and promoting more inclusive governance (Baker & Smith, 2022). In situations where women have historically been underrepresented in positions of decision- making, the creation of these networks is especially important. Ethiopia's dedication to women's empowerment and gender equality, as stated in its national policy, highlights the need for encouraging networking platforms throughout the nation. Even with recent advancements, women are still disproportionately underrepresented in local government leadership roles (World Bank, 2023). To close this gap, local chapters of international organizations and initiatives like the Ethiopian Women's Network have been established. By offering advocacy, training, and mentoring, these platforms help women better negotiate the challenges of public administration (Zewdie, 2023). These networks encourage women to actively participate in policy-making processes and seek leadership positions by creating a sense of community. It is impossible to ignore the part that technology plays in making these networking platforms possible. Women's networks are now more widely dispersed because to digital tools and social media, which facilitate increased connectedness and resource sharing, particularly in rural areas where conventional networking opportunities may be scarce (Mekonnen, 2023). Women are now able to take part in webinars, training sessions, and debates that improve their knowledge and abilities thanks to virtual platforms. In Ethiopia, where internet connection is becoming more and more common, this technological integration is especially pertinent since it gives women the ability to interact and work together beyond geographic boundaries. 20 Technology It is argued that a nation's rate of technological advancement is influenced by political institutions that enhance women's political empowerment (WPE). We used vast time series and data from 182 nations to find support for different implications of our argument. By affecting the quantity of new ideas brought into the market and the selection of more efficient ideas, we expect WPE to enhance economic progress. The most compelling data points to a favorable correlation between WPE and future economic growth (World Bank, 2020). When accounting for country-and year-fixed effects, historical growth trends, and other possible founders, this relationship remains valid across a range of measuring techniques and statistical specifications. Growth is linked to measures that account for all three of empowerment's sub- components, and there is some evidence linking empowerment to the growth of TFP, a measure of technical advancement. We think that WPE encourages economic growth and technical advancement, which could have practical ramifications. There are normative, intrinsic reasons for women to be in politics, but there is also a more practical "business case" for women's political empowerment. Decision-makers and societal groups that would ordinarily be reluctant to work together might be convinced to do so by this example (World Bank, 2020). A third of the world's nations restrict women's freedom of movement, 40% have laws that limit women's options in the labor market, and 40% discriminate against women in their property rights laws, preventing women from engaging in politics and the economy on an equal basis with men. There is still opportunity for more female political participation and representation, since in 2019, women only accounted for 20.7% of cabinet seats and 24.6% of legislative seats. These results suggest that these nations have the capacity for quicker economic growth and technical advancement. According to our research, these nations could experience quicker economic growth and technical advancement (UNION, 2019). 2.3. Conceptual Framework of the study Promoting inclusive development in Ethiopia requires the growth of women in public sector governance. Even though gender equality is acknowledged as a basic human right, women 21 nevertheless encounter numerous obstacles that prevent them from participating and moving up the government administrative ladder. With a focus on town and city administration, this section offers a conceptual framework that highlights the main obstacles to women's empowerment, as well as the opportunities and techniques that are currently being used in the public sector. Given Ethiopia's dedication to gender equality and sustainable development, research on women's empowerment in government and public sectors, particularly at the town and city administration level, is crucial. The following crucial dimensions can be used to classify the obstacles preventing women from participating in Ethiopian governance: Social and Cultural Norms: Gender stereotypes are frequently reinforced by deeply ingrained societal ideas that restrict women's roles to the home. Women's access to positions of political leadership and decision-making is hampered by traditional ideas about gender roles (Abebe, 2021). Structural Barriers: Male-dominated hierarchies and a lack of support for women in leadership positions are two common examples of structural barriers found in government institutions. These obstacles hinder their ability to advance professionally and limit their chances to make significant contributions (Tafesse, 2022). Economic Restraints: Women's capacity to engage in governance is greatly impacted by economic inequality. Due to financial constraints, women are less likely to seek for government or pursue political careers, which lowers their representation in decision-making processes (Yilma, 2023). Absence of Networking Opportunities: Women's access to powerful circles within governmental organizations is hampered by a lack of networking opportunities and mentorship programs. Their capacity to utilize resources and assistance is limited by their absence of professional networks (Melaku, 2022). 22 Domestic Responsibilities: Women are disproportionately burdened with domestic responsibilities, which restricts their ability to participate in political and public service activities (Getachew, 2023). Challenges pertaining to policy: There are laws that support gender equality, but they are not being implemented well enough. Women's actual engagement in public sectors is impacted by bureaucratic slowness and a lack of accountability, which impede the implementation of these programs (Endeshaw, 2021). Women's participation in town and city administrations offers a critical chance to promote inclusive decision-making and improve participatory government. With the implementation of affirmative action policies, capacity-building programs, community engagement, and networking platforms aimed at empowering women in local governance, this conceptual framework outlines three interconnected opportunities: encouraging women's participation in local governance, using female leadership as a basis for role modeling, and involving women in initiatives aimed at social justice and economic development. Although the number of women in local government has increased as a result of these policies, recent studies show that there are still issues with their sustainability and efficient implementation (Mekonnen, 2023). Studies demonstrate that these initiatives improve women's self-esteem and capacity to actively engage in governance (Tadesse, 2022). More focused initiatives to address the individual difficulties encountered by women in various Ethiopian regions, especially in rural areas, are necessary, though. Research indicates that community-led efforts, like local forums and awareness campaigns, have been effective in galvanizing support for women in public office (Abebe, 2021). However, the active participation of local leaders and stakeholders frequently determines how successful these programs are. 23 According to recent data, women who network have a higher chance of achieving leadership roles and influencing legislative decisions (Kebede, 2023). However, more extensive and easily accessible networking opportunities are needed, especially for women living in rural regions. Thus, the researcher developed the following conceptual framework based on the aforementioned perspectives. Figure 1. Conceptual Framework of the Study Source: Own construct from the review literature Challenges Cultural and societal norms; structural barriers; economic constraints; lack of networking opportunities; over burden of domestic responsibilities; policy-related challenges Opportunities Affirmative action policies; capacity- building programs; community engagement; and networking platforms Current practices Women’s participation in governance; in differnt leadership positions; economic dev’t and social justice Women’s empowerment 24 CHAPTER THREE 3. RESEARCH METHODOLOGY 3.2. Description of the Study Area The study area covers Buee City Administration public sector. Buee City Administration is found in Eastern Gurage Zone Central Ethiopia Regional State. It is one of administration town among Eastern Gurage Zone administration towns which gate recently. Also this town found east of Wolkite and south of Addis Ababa also surrounded by Sodo wereda. It has 2 kebeles called Buee 01 and Buee zuria. It’s population size is 39796, (, Buee City Municipality, 2024) and it's altitude is 2200 to 2300 meter above sea level average and also it's temperature is 22 0 c with annual rain fall of 900to 1400. This administration town is progressively in development, it is peace and secured its weather condition is weynadega. Figure 2. Map of the Study Area 3.2.Research Approach The study was employed mixed approach. More reliable empirical results are produced when qualitative and quantitative methodologies are combined, since it makes data interpretation and 25 analysis easier (Mengshoel, 2012). Combining the two strategies allows for the advantages of each while also perhaps lowering the drawbacks of each (Johnsonetal, 2007). In qualitative research, attitudes, opinions, and perceptions are gathered through interviews. The results of this type of study are either non-quantitative or have not undergone rigorous quantitative analysis (Kothari, 2004). Both the quantitative and qualitative approaches were used to analyze the numerical and qualitative data obtained from questionnaires, interviews, open-ended questions, and document analyses, respectively. In order to compute and analyze numerical data as well as to describe and explain information gleaned from qualitative data, the researcher employed both quantitative and qualitative research approaches throughout the study. 3.3.Research Design A descriptive survey research design was used to answer the study questions. Because, as Kumar (2005) noted, descriptive survey research methodology aims to methodically explain a condition, problem, phenomenon, program, organizational administrative structure, and community needs. Based on the above theoretical arguments and since the main purpose of this study focused on the challenges and opportunities in empowering women in Buee city administration government public sectors through collecting data related to peoples opinion, descriptive survey design was appropriate. 3.4.Sampling Techniques and Sample Size Determination 3.4.1. Sampling Techniques Researcher used sampling techniques to reduce the number of samples because, the researcher do not have enough time and resource to conduct whole population as much as possible. Both probability and non-probability sampling methods were employed as stated by (Hamed, 2020). By minimizing bias and aiding in the generalization of the data collected from sample respondents, simple random sampling helps to prevent sampling errors (Hamed, 2020). In order to select female employees from the target population among female permanent employees in each sample sector, the researcher used simple random sampling, which involves first creating a sampling frame and then selecting a sample from the sampling frame using a computer program 26 that generates random numbers (Zikmund, 2002).. Furthermore, the researcher used purposive sampling to select city administration, public sectors, leaders of the public sectors and leaders of women's associations for interview. The researcher employed purposive sampling, in which she knew where the data would be collected properly obtained direct and reliable information about the problem. 3.4.2. Target Population Population of this study was all permanent female employees who worked in Buee City Administration government public sectors. The full set of cases from which the researcher's sample is taken is referred to as the population (Hamed, 2020). 3.4.3. Sample Size Determination The sample size of the study was 149. To conducted this study the researcher employed simple random method and select 149 female respondents from the target population (239) which are permanently employed in selected public sectors as respondents. Moreover, 10 leaders from 20 selected sectors and three women from women association were selected for interview part by using purposive sampling. This is decided purposively because the researcher believes the sample size is sufficient for the study's reliability and can reveal the true situation. Generally the researcher calculated sample size by using Yamane (1967) sample size determination at 95% confidence. Population of the study was female employees who are employed in city administration's public sectors (239). n = 149 27 Where n = sample size, N ꞊ population, e = margin of error (0.05). The researcher used margin of error (0.05) to make it more reliable sample size of the study 3.5.Methods of Data Collection and Instruments 3.5.1. Sources of Data The researcher used both primary and secondary data sources for the study. The primary data sources were female employees, political leaders and leaders of women's associations’. The secondary data gathered from secondary source which are documented data, plans, and reports of each sample sectors and document which found in human resources departments. The structured questionnaire consists of closed questions and open ended questions were used to collect quantitative data from the respondents. 3.5.2. Data Collection Instruments The methods of collecting data for descriptive survey research can be employed singly or in various combinations, depending on the objectives of the study at hand. Therefore, questionnaire, interview and document review were the data collecting tools. Questionnaire A survey was developed and administered to 149 women who were chosen from among government employees. Since questionnaires are seen to be the most effective way to obtain a lot of data from respondents in a short amount of time and with the least amount of money, the researcher employed them as the primary data collection instrument (Kothari, 2004). For big and scattered branches, the questionnaire was self-administered and organized to make the best use of time and resources. The questionnaire contained both closed-ended, structured questions and semi structured items. There are four sections in the survey instrument. Demographic details including age, sex, and educational background were covered in the first part. Current initiatives to empower women in public sectors of government were covered second. The challenges to women's empowerment in different government sectors were covered in the third section. Opportunities for women's 28 empowerment were the subject of the segment in the fourth part. In order to measure the respondents' thoughts, the items were produced as affirmative statements that related to the study's aims and were meant to identify the three variables. The study variables' items were modified from relevant literature reviews. A Likert scale with 1 representing strongly disagree, 2 representing disagree, 3 representing undecided, 4 representing agree, and 5 representing strongly agree was used to score the replies to the closed-ended questions. These measures were employed to examine the degree to which the practices that each of the variables was subjected to had an impact. Interview In this study, semi – structured interview guide questions were prepared and conducted with 10 heads of the selected government public sectors, with leaders of women's associations, and with 3 political leaders. The content of the interview deals about challenges that hindered women empowerment, opportunities for empowering women in various government public sectors, and on current practices carried out to empower women, Because conducting interviews is crucial to a qualitative research approach, this tool was used (Creswell, 2006). It provided a chance to simultaneously and methodically collect data on respondents' attitudes, perceptions, views, and experiences for specific goals. This method gave the interviewer additional time to delve deeper than the interviewee's response and engage in conversation to obtain reliable information for cross-referencing and enhancing the findings of quantitative data analysis. Document Review Documents pertaining to the study variables were reviewed in this investigation. Because document reviews offer a variety of data sources that are necessary for a study to gather preliminary information about the topic under investigation. Furthermore, using quantitative techniques to improve the caliber of the results is crucial. As a result, pertinent documents pertaining to demographic traits and the study's primary variables were examined. 29 3.6.Validity and Reliability of the Instruments According to Tavakol and Dennick (2011), validity is "the extent to which the measuring instrument assesses the qualities or dimensions that the researcher wishes to measure." The questionnaire, a data collection tool, was created with the fundamental research issues in mind. Every item on the questionnaire was taken straight from relevant literature and aligned with the study's goals. The advisers examined the questionnaire's items in light of the definition and various validity viewpoints. Lastly, a pilot study was carried out on the questionnaire prior to the actual data collection. Reliability is the stability and consistency of the measurement tool throughout time (Sürücü & Maslakç, 2020). In other words, the dependability of the measurement equipment is associated with its capacity to yield similar results when utilized at different times. Therefore, if consistent results have been produced in same scenarios but under different circumstances, the researcher's findings are deemed dependable. To make sure the questionnaire's items were internally consistent, the researcher employed a reliability test. There are various techniques for assessing the validity of measurement instruments for social science research.. These include split-halves, alternate forms, inter-rater reliability, test-retest reliability, and internal consistency tests. The internal consistency test is the most commonly utilized in the social sciences (Sürücü & Maslakç, 2020). Cronbach alpha values were utilized to gauge the dependability as described in (Baharin et al., 2015). An inter-item correlation coefficient is provided by the Cronbach alpha. The internal consistency of the tool's items is gauged by this. It is used for multi-item scales and questionnaires and is the average correlation between all the items in question. The reliability test was conducted using the rule stated in (Baharin et al., 2015). Cronbach’s Alpha value that ranges from 0.9 – 1.0 taken as excellent, 0.8 - 0.89 as very good, 0.7 - 0.79 as acceptable, 0.6 - 0.69 questionable while 0.5 - 0.59 as a poor and the value less than 0.5 as unacceptable, whereas the closer Cronbach’s alpha is to 1.00, the higher the internal consistency reliability will be. 3.7.Piloting the Instrument The questionnaire which considered 68 items was administered to 30 respondents ( 20.13% of the total population) so as to see their reliability. 30 respondents were randomly selected and 30 filled out the questionnaire. The reliability statistics indicate that Cronbach alpha for total item was 0.83 and Cronbach alpha for challenges of women empowerment item was 0.741. Similarly Cronbach alpha for opportunities of women political empowerment item was 0.813 and Cronbach for Strategies of women political empowerment item was 0.840. Moreover, after pilot test 49 items were modified and distributed for actual data collection. Table 1. Reliability Statistics Coefficient Variables Cronbach's Alpha Coefficient No of Items Challenges of women's empowerment 0.741 24 Opportunities of women's empowerment 0.813 8 Source: Own survey, 2024 3.8.Method of Data Analysis Collected data were reviewed for any missing data or errors and tested through descriptive analysis. While quantitative data was analyzed using the SPSS for Windows version 24.0 computer program and displayed in tables and various graphs, descriptive statistics such as frequency, percentage, and graph were utilized for general discussion. The quantitative explanation in the discussions portion by narrative was supported by the qualitative information obtained through interviews, document analysis, and open-ended question items.. 3.9.Ethical Considerations According to Polit and Beck (2004), research ethics is a set of moral principles that address how closely research practices conform to the commitments that researchers have to study participants on a professional, legal, and social level. According to Creswell (2012), gathering data ought to be morally righteous and respectful to people and sources. In addition to being an ethical practice, getting consent before beginning data collection is a component of the informed consent procedure. Therefore, voluntary participation of respondents was encouraged. Responding to interviews and filling of questionnaires require significant time and energy and its 31 participation may be disrupt the respondents’ regular activity. For this reason, the researcher explained the objectives and significance of the study to the respondents and allowed them to exercise their right to voluntarily participate. To avoid any psychological harm, questions/ questionnaires were designed in a manner that were not offensive and disturbs their personality. The information respondents provided was kept confidential. 32 CHAPTER FOUR 4. RESULTS AND DISCUSSION The first section of the chapter reports the socio-economic, demographic background and resource endowment of the respondents. This chapter presents and discusses the results of the study. A total of 149 questionnaires were distributed to sample respondents which were selected from Buee city administration government sector offices. From distributed questionnaires 137 (92%) were returned successfully, whereas eight (8%) questionnaires were not returned from respondents. The general structure of this section is as follows. Initially, the sampled respondents' demographic details are displayed. These sections are meant to give an initial impression of the responders. The existing state, obstacles, and prospects of women's empowerment in the research region are discussed in the following three sections. The presentation and discussion of copping and adapting tactics, along with the associated obstacles, follows. 4.1. Socio-demographic Profile of Respondents This section presents a descriptive analysis of the personal profile of the respondents of female employees in Buee city administration. The personal profile includes, age, education level, work experience, job description and marital status. Therefore, socio-demographic characteristics of the respondents are summarized as below. Source: Own Survey Data, 2024 Figure 3. Age of Sampled Respondents 0 50 100 Less than or equal to 30 years 31 – 40 years 41 – 50 years Above 51 years Age 35 73 16 13 25.5 53.3 11.7 9.5 Age group 33 Figure. 3 showed that about 35 (25.5 %) of the respondents were in the age group less than or equal to 30 years. 73(53.3. %) were in the age group of 31-40 years. Whereas 16 (11.7%) were in the age group of 41-50 and the remaining 13(9.5%) of the respondents were the age of above 51 years. This shows that around fifty three present (53%) of female employees in the city administration were the age between 30 and 40 years. This shows that a huge number of employees were younger Source: Own Survey Data, 2024 Figure 4. Educational Level of Sampled Respondents Figure 4 Regards to educational level, depicts the academic qualification of women employees in Buee city administration. Among the respondents, 14(10.2%) of them have certificate; 35(25.5 %) of the respondents hold a diploma the majority were degree holders which were 84 (61.3%). Only 4(2.9%) respondents have master's degree. This indicates that the majority are degree holders. 0 100 Certificat e Diploma BSc/BA MSc./MA Educational level Frequency 14 35 84 4 Percent 10.2 25.5 61.3 2.9 14 35 84 4 10.2 25.5 61.3 2.9 Educational level 34 Source: Own Survey Data, 2024 Figure 5. Work experience of Sampled Respondents As Figure 5 indicate that about 23 (16.7%) of women employees in the city have below five years of experience. 35(25.5%) of the respondents have between 6 and 10 years’ experience, about 60(43.9%) of the respondents have between 11 and 15 years’ experience, 10 (7.3%) between 16 and 20, and only 9(6.6%) of the respondents have more than 20 years of experience. This result indicates that majority of employees have good work experience. Source: Own Survey Data, 2024 Figure 6. Job Position of the Sampled Respondents 23 35 60 10 9 16.7 25.7 43.7 7.3 6.6 0% 20% 40% 60% 80% 100% 1 – 5 years 6 – 10 years 11 – 15 years 16 – 20 years Above 20 years Work Experience Work Experience Series2 Series1 97% 3% job position expert leader 35 Figure 6 In respect of current job position of the respondents, 133 (97.1%) of the respondents were experts. Only 4(3%) were in the leading position. This finding shows that majority of the females were experts and few numbers of female employees were positioned as leaders. The finding that show Socio-demographic profile of respondents most of female employees are degree holder, experienced and good productive age range. Source: Own Survey Data, 2024 Figure 7. Marital Status of Sample Respondents Finally, Figure 7 indicates marital status of the respondents, according to the survey data analysis results, 33(24.1%) of the respondents were unmarried; majority of the respondents 95 (69.3%) were married; while 9(6.6%) of the respondents were divorced. This shows that a large number of employees were married. When Female employees marred they have dual responsibilities at home and public sectors (Daniel, 2019). In addition, women are disproportionately apply more time in the house to manage the family need that influences their presentation in the organization. 0 50 100 Unmarried Married Divorced Marital status 33 95 9 24.1 69.3 6.6 Marital Status 36 4.2.Current Practice of Women’s Empowerment Source: Buee City Administration Human Resource Report, 2024 Figure 8. Women’s Representation in Decision Making Position Figure 8 indicate that from 5 coordinators only 1 female the other 4 are male; from 24 cabinets only 4 female the other 20 are male; from 30 deputies only 4 female the other 26 are male; and from the total 96 managements bodies’ only14 occupied by female the other 82 male. The data showed that majority of women employees underrepresent in team leader, directors, deputy directors cell leaders and basic organization leaders this indicate underrepresent women in important position. in line with (Alsharif, 2018). Despite the fact that everyone is born free, equal in dignity, and protected by the law, gender-based discrimination still prevents women from formally participating in decision-making. The researcher confirm the dominant male culture has a significant impact on women, which impacts their involvement in leadership roles (Misker,2021). The formal employments at the sector level place the majority of women in lower 0 20 40 60 80 100 120 4 20 26 82 102 3 2 42 15 1 4 4 14 18 0 1 21 6 percentage of representationin different postion Male Female total 37 and middle-level positions, making women invisible in management positions in the government, private, and civil society sectors (Meron, 2018). In general based on this study the researcher infers that the number of women in higher level position is very less. so, political empowerment of women in the study area had big gap therefore it’s possible to make it narrow between male and female decision making position to; finally understand there are challenges which hinder women to empowered politically in the city administration public sectors. Source: Buee City Administration Human Resource Report, 2024 Figure 9. Access to Further Education Opportunities (Postgraduate Program) Capacity building programs have a paramount role in empowering women. The trend for the last eight years in the study sector reveled that access to further education was very inequal between male and female public servants. From the postgraduate program opportunity, only 25% of women got the opportunity in 2017. In 2024, almost all the opportunity taken by males. This data show that the number of females beneficial for master’s education is very low as compare to male. The fundamental instrument for bringing about the expected social change in the areas of politics, the economy, equality, health, and development is education. Nondiscriminatory, high- quality education gives women a chance to participate in the process of development and promotes women's mobility in society (Nigist, 2019). Often, girls are given less opportunities for 25 33 25 25 75 67 75 75 100 100 0 20 40 60 80 100 120 2017 2018 2019 2020 2021 2022 2023 2024 YEARS M F TOTAL percent of F percnt of M 38 education than boys, and women's ability is then based on their educational background in addition to other obstacles and domestic duties (Woynshet, 2014; Elilta, 2013). An educated workforce is capable of proactively addressing the world's complicated issues and being responsive to organizational concerns. The future will be perpetuated and organizations will offer effective services if women are given the chance to pursue higher education and are capable of doing so. The sustainable development of a nation depends on the participation of both men and women in an organization (UN Women, 2014). Based on the findings, the researcher concludes that since there is a gender gap that is advantageous for master's education, the government should provide opportunities for further education because women's abilities improve their social standing, economic stability, and independence, which will surpass their power demands. Source: Buee City Administration Human Resource Report, 2024 Figure 10. Access to loan services The above figure indicate that access to loan services for female public servants was low comparing with male. Only 27% in 2017 and 28% in 2024 have accessed credit services. The study revealed that loan services access for women is very low which may affect their economic empowerment. Women's capacity to engage in governance is greatly impacted by economic 27 28 31 27 21 23 28 28 73 72 69 73 79 77 72 72 0 20 40 60 80 100 120 140 2017 2018 2019 2020 2021 2022 2023 2024 YEARS M F TOTAL Percent of F Percent ofM 39 inequality (Misker, 2021). Due to financial constraints, women are less likely to seek for government or pursue political careers, which lower their representation in decision-making processes (Yilma, 2023). Ensuring that people have the necessary resources, skills, and abilities as well as access to stable and sustainable sources of income and livelihood is the goal of economic empowerment. And literacy, as well as a person's increased position and role in decision-making, can lead to this type of empowerment. Generally speaking, in order to change development, women and girls should have equal access to high-quality education, financial resources, and political engagement in addition to equal chances for leadership, decision-making, and employment at all levels. 4.3. Challenges of Women Empowerment 4.3.1. Cultural and Societal Norms Table 2. Cultural and Societal Norms No Item SD DA U A SA 1. Traditional gender roles discourage women from pursuing leadership positions within local government. F 4 6 9 29 89 P 3 4 7 21 65 2. Societal attitudes towards women in public administrative roles are largely negative. F 2 33 102 P 1 25 74 3. Cultural expectations place undue pressure on women to prioritize family responsibilities over professional ambitions. F 5 48 84 P 4 35 61 Source: Own Survey Data, 2024 Table 2 No, 1.show that 89(65%) of respondents strongly agree with the traditional gender roles discourage women from pursuing leadership positions within local government, 29(21%) of respondents agree with the traditional gender roles discourage women from pursuing leadership positions within local government the other 4(3%), 6(4%) and9 (7%) strongly dis agree, disagree and undecided with the traditional gender roles discourage women from pursuing leadership 40 positions within local government respectively. so, that this finding indicate traditional gender roles discourage women from pursuing leadership positions within local government again this idea reputed by interviewees as they said that Women are deterred from seeking leadership roles in local government by gender stereotypes. Traditional notions of gender roles hinder women's access to political leadership and decision-making positions. (Abebe, 2021). Table 2 No, 2.show that 102(74%) of respondents strongly agree with the Societal attitudes towards women in public administrative roles are largely negative, 33(25%) of respondents agree with the Societal attitudes towards women in public administrative roles are largely negative. This indicate that almost all respondents strongly agree and agree with this idea additionally the interviewees confirm during interview because women's access to positions of political leadership and decision-making is hindered by traditional notions on gender roles (Abebe, 2021). Table 2 No, 3.show that 84(61%) of respondents strongly agree with the Cultural expectations place undue pressure on women to prioritize family responsibilities over professional ambitions. 45(35%) of respondents strongly agree with the Cultural expectations place undue pressure on women to prioritize family responsibilities over professional ambitions. This idea directly and indirectly repeated by interviewees Cultural norms dictate that women should take care of the home and not work in offices like men do. Deeply rooted cultural beliefs that limit women's roles to the house sometimes reinforce gender stereotypes. These societal views, which are intertwined with cultural expectations regarding women's primary roles in the house, further restrict their agency and opportunities in political arenas (Bamfo, 2022). 4.3.2. Structural Barriers within Governmental Organizations Table 3. Structural Barriers within Governmental Organizations No Item SD DA U A SA 1. Women face limited opportunities for advanc