Abundance and Distribution of Malaria Vectors in Various Aquatic Habitats and Land Use Types in Kakamega County, Highlands of Western Kenya.

BACKGROUND: Management of malaria transmission relies heavily on vector control. Implementation and sustenance of effective control measures require regular monitoring of malaria vector occurrences, species abundance and distribution. The study assessed mosquito larval species composition, distribution and productivity in Kakamega County, western Kenya. METHODS: A cross-sectional survey of Anopheline larvae was conducted in various aquatic habitats and land use types in Kakamega County, highlands of western Kenya between the month of March and June 2019. RESULTS: One thousand, five hundred and seventy six aquatic habitats were sampled in various land use types. The mean densities of An. gambiae s.l (46.2), An. funestus (5.3), An. coustani (1.7), An. implexus (0.13) and An. squamosus (2.0) were observed in fish ponds, burrow pits, drainage ditches, and tire tracks, respectively. High mean densities of An. gambiae s.l was reported in farmland (20.4) while high mean abundance of An. funestus s.l (8.2) and An. coustani s.l (4.0) were observed in artificial forests. CONCLUSION: The study revealed that the productivity of anopheles larvae varied across various habitat types and land use types. Therefore, treatment of potential breeding sites should be considered as an additional strategy for malaria vector control in Kakamega County, western Kenya.

Barriers and Opportunities to Advancing Women in Leadership Roles in Vector Control: Perspectives from a Stakeholder Survey.

Increasing the active participation of professional women in vector control (VC) activities may help promote greater gender equity in the workplace and reduce the burden of vector-borne diseases. This stakeholder survey examined the current roles and perspective of professionals employed in the VC sector in Kenya, Indonesia, India, and other countries. The largest barriers that women face in pursuing leadership roles in the VC sector include lack of awareness of career opportunities, limitations based on cultural norms, and the belief that VC is men's work. These barriers could be addressed through improving education and recruitment campaigns, as well as supporting higher education and mentoring programs. Females were almost six times more likely to be encouraged to pursue leadership positions in their organization compared with male respondents (odds ratio = 5.9, P > 0.03, 95% confidence interval: 1.19, 29.42). These findings suggest that once women are recruited into the VC workforce, they face minimal discrimination and have increased leadership opportunities.