By Sylvia Dauda-Owu
Ms. Syvia Asana Dauda Owu is the Director of Operations at Ghana Shippers’ Authority(GSA) and was one of the speakers at the just concluded 2024 MMS Hall of Fame Induction and International Women’s Leadership Summit held at NICON LUXURY, Abuja. The Theme of the programme was: GENDER EQUALITY: Influencing Policies and Upscaling Capacity in a Digital Economy. She delivered the paper titled: “Ghana’s Affirmative Action Policy: Expectations, Sectoral Impacts and Implementation Plan” via Zoom. Enjoy your reading
INTRODUCTION
Affirmative action policies in Ghana have emerged as essential tools for addressing historical inequalities and fostering inclusivity. Initially implemented to counter systemic discrimination, these policies aim to empower women and marginalized communities, promoting their active participation in national development.
The Ghana Affirmative Action Act of 2024 marks a pivotal step forward in addressing gender and social inequalities. The Act is based on the principle that diverse representation strengthens decision-making and drives societal progress.
By introducing mandatory quotas, incentives, and accountability measures, it seeks to create a level playing field and promote equity across various sectors. This paper examines the Affirmative Action Act, a landmark piece of legislation focused on advancing gender equity and reducing social disparities in Ghana. It offers an in-depth analysis of the Act’s expected outcomes, potential impacts on key sectors, and a framework for practical implementation.
The Act envisions a more inclusive environment across political, educational, corporate, and civil spheres, supporting Ghana’s sustainable development goals and aligning with its international commitments.
2 EXPECTATIONS OF THE AFFIRMATIVE ACTION ACT 2024
The Act is expected to achieve the following goals:
1. Promote Gender Equality
The Act sets a target for women to hold at least 40% of decision-making roles in public and private sectors. This mandate represents a transformative shift aimed at dismantling long-standing gender inequalities in leadership. Achieving this target will significantly increase the presence of women in influential positions, allowing them to contribute to policy and decision-making processes that better reflect diverse perspectives. This change can lead to more inclusive policies in workplaces, government, and civic institutions, benefiting not only women but society as a whole.
Increase Representation in Politics
One of the Act’s primary goals is to improve women’s representation in political offices, particularly in parliament and local governments. Historically, women’s voices have been underrepresented in Ghanaian politics, limiting diverse perspectives in governance. Increased female representation in political roles is likely to result in laws and policies that are more inclusive and sensitive to the needs of women and other marginalized groups. It can foster broader participation and trust in governance among women and can inspire younger generations to pursue political engagement.
Bridge the Education Gap
The Act seeks to promote gender balance in education by increasing female enrollment in tertiary and technical education, particularly in STEM fields, which are traditionally male-dominated. 3 Higher enrollment of women in these fields can reduce gender disparities in the workforce, especially in high-paying, high-demand industries. It can also create a pipeline of skilled female professionals who are ready to take on roles in leadership and innovation.
. Economic Empowerment
By enforcing fair hiring practices and promoting diversity, the Act aims to ensure that marginalized groups, especially women, have equitable access to employment opportunities. Economic empowerment of women and other marginalized groups can contribute to poverty reduction and economic growth. It can also stimulate entrepreneurship, as more women participate in the economy and gain financial independence. Companies with diverse leadership also tend to be more innovative and resilient, benefiting the economy as a whole. Achieving fair employment practices may require changes in recruitment and promotion policies, particularly in industries with entrenched biases. Training programs on diversity and inclusion, as well as incentives for companies that prioritize equitable hiring, may be necessary to encourage compliance.
Uphold Human Rights
The Act includes measures to strengthen laws that protect individuals from discrimination in work places, educational institutions, and public spaces. Protecting human rights within professional and institutional settings fosters an environment where individuals can work and study without fear of prejudice. It promotes dignity, safety, and respect for all, making workplaces and institutions more productive and inclusive.
SECTORAL IMPACT OF THE AFFIRMATIVE ACTION ACT 2024
The Act’s implementation will affect several sectors, with specific impacts as follows:
Political Sector
Increasing the representation of women in parliament and local assemblies is expected to lead to a more balanced and inclusive approach to policymaking. Historically, male-dominated governance structures may lack perspectives that adequately address issues affecting women, children, and marginalized communities. By increasing female representation, the Act aims to create a governance system that prioritizes a wider range of social issues, including healthcare, education, family support, and human rights. Additionally, enhanced female representation also strengthens democratic processes by fostering broader citizen engagement and inspiring more women to participate in politics. Women in leadership positions serve as role models, encouraging younger generations to aspire to roles in governance and civic engagement.
Educational Sector
By encouraging more girls to enroll in tertiary education and technical fields, particularly STEM, the Act seeks to close the educational gap and dismantle the stereotype that certain fields are “male-dominated.” A greater number of women in STEM (Science Technology Engineering and Mathematics) fields will increase diversity, which is known to foster innovation, creativity, and inclusivity in the workplace.
Over time, gender balance in education is likely to result in more women pursuing careers in sectors critical to national development, including technology, engineering, and the sciences. This will help build a diverse workforce that aligns with the global shift toward knowledge-based economies and enhances Ghana’s competitiveness in fields requiring technical expertise.
Corporate Sector
The Affirmative Action Act aims to make workplaces more inclusive by encouraging companies to adopt affirmative hiring practices, promote women to leadership roles, and ensure equitable pay. A diverse and balanced workforce can positively impact organizational performance, as studies consistently show that companies with gender-balanced leadership perform better financially and exhibit greater innovation and problem-solving abilities. Gender-balanced leadership teams also foster equitable workplace cultures that value diverse perspectives, leading to more supportive work environments and improved employee morale. This shift can contribute to closing the gender pay gap and establishing fairer career advancement opportunities.
Health and Social Services Sector
Increased representation of marginalized groups in healthcare policymaking is expected to lead to policies that better address the unique health and welfare needs of these groups. Women, particularly those from underrepresented communities, are often more affected by healthcare challenges such as maternal mortality, access to reproductive health, and childcare. Female policymakers in health can bring firsthand understanding and advocacy for issues affecting women’s and children’s health.
The Act also aims to improve social services and welfare, with potential impacts including expanded access to healthcare, improved maternal and child health services, and stronger social support systems for marginalized groups.
IMPLEMENTATION PLAN OF THE AFFIRMATIVE ACTION ACT 2024
• Establish Regulatory Bodies:
A crucial first step is the formation of regulatory bodies specifically mandated to oversee compliance with the Act in both public and private sectors. These bodies will monitor adherence to the Act, enforce quotas, address disputes, and guide sectors on best practices for affirmative action. Regulatory bodies will also need to collaborate with sectoral institutions, unions, and government agencies to ensure the Act’s provisions are consistently applied across various industries and regions.
• Develop Guidelines and Criteria for Quotas:
For effective and fair implementation, clear guidelines and criteria for quotas in political and corporate appointments should be developed. These guidelines should specify minimum representation thresholds, standards for recruiting, promoting, and retaining women and marginalized groups in leadership roles. Transparent criteria can also help organizations create equitable hiring and appointment processes. This will involve consultations with stakeholders across sectors to ensure quotas are practical, adaptable, and aligned with organizational structures.
• Training Programs for Aspiring Women Leaders:
To enable women to take up positions in political, educational, or corporate sectors, comprehensive training programs is needed. These programs can cover skills essential for leadership, including public speaking, negotiation, strategic decision-making, and governance. Political mentorship programs, internships, and hands-on experience are also essential for empowering women to navigate political landscapes and prepare for elected roles. In education and corporate sectors, similar initiatives can be aligned with skill-building in technical and managerial fields.
• Workshops on Gender Equity for Stakeholders:
Workshops will play a vital role in transforming workplace cultures and reducing resistance to affirmative action policies. These must be targeted at employees, managers, executives, and government officials to address unconscious biases and build awareness of the benefits of gender equity. By fostering understanding and allyship, these workshops can encourage stakeholders to become advocates for affirmative action, reinforcing compliance and acceptance within their respective organizations.
• Monitoring System for Compliance:
An effective monitoring system is essential to track sectoral adherence to quotas and affirmative action policies. This system will collect data from institutions and companies, allowing regulatory bodies to evaluate progress toward meeting the Act’s goals. 8 Data collected will be analyzed to identify trends, areas of non-compliance, and best practices. This information will be instrumental in refining the implementation process, addressing challenges, and ensuring ongoing accountability.
• Awareness and Sensitization Campaigns
Media campaigns are essential for publicizing the importance and benefits of affirmative action across the country. Through radio, television, social media, and print, these campaigns will educate the public on the Act’s goals and the need for gender equity and diversity in leadership. Media campaigns can also help shift public perceptions, particularly in rural or traditional communities, where resistance to affirmative action may be more prevalent. They can highlight success stories, featuring female leaders who have contributed significantly to society, thereby inspiring public acceptance and emulation.
• Partnerships with Civil Society Organizations (CSOs):
Collaborating with CSOs will encourage grassroots-level support and create an inclusive dialogue around affirmative action. CSOs are well-positioned to raise awareness in communities, conduct outreach programs, and facilitate public discussions that foster understanding and acceptance. Through their networks, CSOs can help bridge gaps between government policies and community needs, ensuring that affirmative action initiatives reach all segments of the population.
• Incentives and Penalties
To encourage adherence to the Act, companies and organizations meeting or exceeding stipulated quotas can be offered incentives, such as tax breaks, subsidies, 9 or public recognition awards. These incentives can motivate companies to adopt equitable hiring and promotion practices willingly, viewing compliance as beneficial to their business rather than as a mandate.
Public recognition, such as awards or certifications for diversity and inclusion, can also enhance a company’s reputation, making it more attractive to customers and potential employees who value socially responsible practices. For entities that fail to meet the Act’s quotas without valid justifications, penalties will be enforced. These may include fines, sanctions, or restrictions on government contracts for companies or institutions that consistently fail to adhere to affirmative action requirements. Establishing clear consequences will reinforce the importance of compliance and deter institutions from disregarding the Act’s provisions. The revenue collected from fines could be reinvested into affirmative action programs, such as funding for training or educational scholarships for women and marginalized groups.
CONCLUSION
The Affirmative Action policy is a critical tool for advancing equity and social justice in Ghana. By promoting gender balance and inclusivity, the Act not only aligns with Ghana’s international commitments but also contributes to sustainable national development. Effective implementation will depend on coordinated efforts across government, private sector, and civil society, addressing both structural barriers and cultural perceptions to create a more inclusive Ghana for future generations.
