Ghana- 1st- Gender and women’s rights

By Daniel Morris | 4. November 2025

CHAPTER: 3 BUSINESS AND HUMAN RIGHTS SITUATIONAL ANALYSIS

3.3.5 Gender and Workplace Discrimination

Over the years, there have been several interventions to enhance gender mainstreaming, equality and equity in Ghana. About 51 percent of the population of Ghana are women, and they constitute approximately 50 percent of the labour force with majority in the informal sector.

Meanwhile, World Bank data (2023), indicate that 65.3 percent of women are in the labour force as compared to 72.4 percent of men. Moreover, statistics around women representation in the governing bodies of major companies constitute 27%.

Women in the labour force face a lot of challenges relative to human rights such as:

  • Sexual demands for employment
  • Threats of abuse and physical violence
  • Gender wage/pay gaps; sexual and gender-based violence Inadequate maternity leave; maternity leave without pay
  • Sexual exploitation, abuse and harassment, especially at the workplace and at the country’s borders
  • Gender inequality at the workplace
  • Lack of consultation of women in the execution of programmes and projects
  • Lack of gender-responsive policies

CHAPTER: 4 STRATEGIES AND INTERVENTIONS

4.1 Strategies to achieve Key Objectives of the Three Pillars

4.1.1 Pillar 1: The State’s Duty to Protect Human Rights

Strategy: 1.3 Enhance institutional capacity and policy framework on compulsory acquisition of land to uphold human rights.

Activities: Draft L.I to operationalize the new Lands Act to incorporate women’s rights including compensation and resettlement in compulsory land acquisition.

  • Time frame: 2025
  • Implementing lead agencies: MLNR, OAG&MoJ
  • Implementing collaborating agencies: Parliament, Cabinet, Lands Commission, MinCom, Forestry Commission, Traditional authorities, CHRAJ, MDAs, MMDAs, MoF, LUSPA, OASL,

Strategy 1.5 Enact new legislations and strengthen the implementation of the existing laws on the protection of vulnerable groups

Activities:

  • Build the capacity of relevant institution to promote the implementation of the Affirmative Action Act 2024
  • Organize sensitization and education on the Affirmative Action Act, 2024
  • Develop public education programmes and interventions to enhance the implementation of existing laws aimed at eradicating stigmatization and discrimination against PWDs andKPs
  • Time frame: 2025-2029
  • Implementing lead agencies: MoGCSP, NCCE
  • Implementing collaborating agencies: GFD, NCPD, Parliament, CSOs, MoE, ISD, MoI, CHRAJ

Activities: Sensitize and support women in the informal sector in their business operations

  • Time frame: 2025-2029
  • Implementing lead agencies: CHRAJ, MoGCSP
  • Implementing collaborating agencies: NCCE, AGI, CSOs

Activities: Engage state institutions and businesses to develop, promote and publicize SGBV policy to realize a world of work-free from violence and harassment

  • Time frame: 2025-2029
  • Implementing lead agencies: MoGCSP
  • Implementing collaborating agencies: CHRAJ, MMDAs, MDAs, SIGA

Activities: Organize sensitization programmes on SGBV and available redress mechanisms

  • Time frame: 2025-2029
  • Implementing lead agencies: MoGCSP
  • Implementing collaborating agencies: CHRAJ, MMDAs, MDAs, NMC, SIGA, NCCE, ISD, Media

Activities: Conduct annual data collection on SGBV across sectors

  • Time frame: 2025-2029
  • Implementing lead agencies: GSS
  • Implementing collaborating agencies: MoGCSP, DOVVSU, CHRAJ, CSOs

Activities: Review the Domestic Violence Act, 2007 (Act 732) to provide protection for domestic workers

  • Time frame: 2025-2026
  • Implementing lead agencies: MoGCSP, OAG&MOJ
  • Implementing collaborating agencies: Parliament, Employers Association, Trade Unions, CSOs, CHRAJ, DOVVSU, DPs

Strategy 1.8 Strengthen the legal, policy, regulatory and institutional framework for the protection of environmental rights

Activities: Mainstream climate change policy into sector plans with focus on children, women, youth, local and marginalized communities.

  • Time frame: 2025-2029
  • Implementing lead agencies: NDPC, MESTI
  • Implementing collaborating agencies: MDAs, MMDAs, DPs

Strategy 1.11 Integrate BHR standards/ principles into the operations of business enterprises

Activities: Develop a BHR Gender Policy

  • Time frame: 2025-2026
  • Implementing lead agencies: MoGCSP, OAG&MOJ
  • Implementing collaborating agencies: SIGA, MoF, MoTI, GEA, PEF, CHRAJ, NDPC

Activities: Organize capacity building, public education and sensitization programmes on the BHR gender Policy

  • Time frame: 2025-2029
  • Implementing lead agencies: MoGCSP, CHRAJ
  • Implementing collaborating agencies: SIGA, MoF, OAG&MOJ, GEA, PEF, MoTI, Trade Unions, Ghana Employers’ Associations

Strategy 1.14 Strengthen human rights laws and regulations to increase Human Rights protection in business activities (both internal and external)

Activities: Review existing human rights laws to be gender responsive and compliant to BHR standards

  • Time frame: 2025-2029
  • Implementing lead agencies: OAG&MOJ, CHRAJ, MoGCSP
  • Implementing collaborating agencies: SIGA, MDAs, CSOs, GEA, Trade Unions, Ghana Employers’ Associations

Strategy: 1.15 Incorporate BHR principles in the Public Procurement Act

Activities: Review the PPA Act to incorporate the BHR Clauses and Gender responsive Human Rights Due Diligence (HRDD) in contracts

  • Time frame: 2025-2029
  • Implementing lead agencies: OAG&MOJ, CHRAJ, PPACSOs
  • Implementing collaborating agencies: Parliament, CSOs, PEF

Strategy: 1.16 Promote inclusion of BHR-responsive provisions and gender sensitivity clauses into trade and investment agreements

Activities: Review and integrate BHR principles into trade and investment agreements

  • Time frame: 2025-2029
  • Implementing lead agencies: MoTI, OAG&MOJ, GIPC
  • Implementing collaborating agencies: CHRAJ, MoF, Trade Unions, GEA, AGI