ABSTRACT: Whistleblowing in Kenyan public universities is rare. The purpose of this study was to determine the effects of gender on whistleblowing intentions among employees in public universities in Kenya. Correlational research design and primary data collected using questionnaires were used. Descriptive statistics were obtained using frequencies and percentages and the data was analyzed using Chi-square. The target population was employees from public universities in Kenya and a total of 395 randomly selected employees were sampled and filled questionnaires. The results showed that there was a statistically significant difference in whistle blowing intentions among males and females. Females were more inclined to take into account the opinions of their peers when making whistleblowing decisions (p-value 0.034) and would report wrong doing even if the perpetrator would end up losing their jobs (p-value 0.009) as compared to males. On average, males showed higher whistleblowing intent compared to females (β = 0.96, p-value = 0.007). The study offers useful insight into policy and practice surrounding ethical conduct in public universities. The study recommends formulating policies and directing practices that enhance institutional support which can bolster ethical values and offer protection for whistleblowers in each capacity within which they act.

KEY WORDS: Gender, Whistleblowing, Whistleblowing Intentions, Universities, Employees