By Maame Afua NIKABS (Dr)
March is a time of global celebration and emphasis on gender equality, with International Women’s Day serving as a reminder of the progress we have made—and the work still left to do.
But gender equality must go beyond just one month of conversations; it must translate into action that ensures women’s voices are valued in every aspect of the workplace.
Across workplaces in Ghana and many parts of the Global South, women’s voices are systematically overlooked, dismissed, or constrained by cultural norms, organizational structures, and entrenched gender biases.
While much has been said about gender representation in leadership, the conversation on workplace gender equity must extend beyond titles and seats at the table—women’s voices must also be heard and valued.
The Unspoken Barriers: Why Women Struggle to Speak Up at Work
A recent academic study, Seen but Not Heard: The Voice of Women at Work and the Mediating Role of Culture, Toyin Ajibade Adisa, Chidiebere Ogbonnaya, Chima Mordi, Hakeem Ajonbadi & Olatunji David Adekoya (2024), highlights how cultural norms act as powerful silencing mechanisms for women in workplaces across Africa, including Ghana.
The study identifies two primary factors:
• High-power distance orientation – a hierarchical work culture where junior employees, especially women, are expected to defer to authority, limiting their ability to express concerns or contribute ideas.
• Patriarchal workplace norms – the expectation that women should be reserved, deferential, and not challenge male authority, reinforcing the perception that assertiveness is a masculine trait.
These findings resonate deeply within the Ghanaian workplace environment. Research from the Ghana Statistical Service (GSS) reveals that women make up 39% of the formal workforce but occupy less than 14.5% of board positions, demonstrating clear disparities in influence and decision-making power.
However, leadership is only part of the equation; women at all levels struggle to have their voices heard in workplace discussions, team meetings, and policy decisions.
Silence Comes at a Cost: The Impact of Suppressing Women’s Voices
The suppression of women’s voices in Ghanaian workplaces has real consequences—not just for individuals, but for organizations and the economy.
Lost Innovation & Business Growth – When half the workforce is not encouraged to contribute ideas or challenge ineffective processes, companies stagnate. Research by McKinsey & Company shows that organizations with gender-diverse teams outperform their peers by 25% in profitability.
Gender Pay Gaps & Career Stagnation – Women who don’t speak up struggle to negotiate salaries, promotions, and leadership opportunities. Studies indicate that Ghanaian women earn on average 30% less than their male counterparts, partly due to limited opportunities to advocate for better pay and work conditions.
Workplace Inequality & Hostile Environments – Women who remain silent about workplace discrimination, harassment, or unfair treatment often suffer in silence. This not only harms individual career progression but also enables toxic work cultures to persist.
The Role of Culture: Religion, Gender Roles & Societal Expectations
Cultural and religious norms often reinforce the expectation that women should be modest, non-confrontational, and submissive in both professional and personal spaces.
Religious Teachings & Workplace Hierarchies:
Many religious interpretations promote female humility and silence, which can discourage women from expressing themselves openly, especially in male-dominated industries. In some workplaces, men justify gender imbalances using religious rhetoric, reinforcing the expectation that women should listen rather than lead.
Gender Roles & Upbringing: From childhood, many Ghanaian women are socialized to be accommodating, polite, and less outspoken than men. These early social norms translate into workplace behaviours where women hesitate to challenge authority, ask for a raise, or voice opinions in male-dominated discussions.
Fear of Being Labelled: When women do speak up, they often face backlash. Assertive women are frequently labelled ‘too aggressive,’ ‘difficult,’ or ‘emotional,’ leading many to self-censor to avoid negative consequences.
How Ghanaian Workplaces Can Foster Women’s Voices
To build a truly inclusive workforce, Ghanaian organizations must move beyond token gestures of gender inclusion and actively create environments where women feel empowered to speak up.
✅ Implement Voice-Inclusive Policies – Companies should establish structured feedback mechanisms where all employees, regardless of gender, feel encouraged to contribute ideas and concerns without fear of retaliation.
✅ Promote Sponsorship & Mentorship for Women – Having senior professionals actively advocate for women’s voices in decision-making settings can make a significant impact. Research shows that women with sponsors in leadership roles are more likely to be promoted.
✅ Provide Gender Bias & Inclusive Communication Training– Gender bias is often unconscious. Organizations should train leadership teams on how to foster inclusive discussions, avoid speaking over women in meetings, and actively seek women’s contributions.
✅ Recognize & Reward Women’s Contributions – When women speak up, their ideas should be acknowledged, credited, and implemented where valuable. Workplace cultures that regularly attribute women’s contributions to male colleagues discourage further participation.
✅ Address Workplace Harassment & Discrimination – Many women remain silent about workplace mistreatment out of fear. Implementing strong reporting structures and zero-tolerance policies for workplace discrimination can create a safer space for women’s voices.
Final Thoughts: Breaking the Cycle of Silence
Women’s voices must be amplified at all levels of the workplace—not just in leadership. The fight for gender equity does not stop at placing women in executive roles; it extends to ensuring their perspectives, concerns, and ideas are valued in every workplace conversation.
The challenge for Ghanaian businesses is clear: Will they continue to operate under patriarchal, high-power distance systems that limit progress? Or will they embrace inclusive workplaces where women’s voices are encouraged, respected, and acted upon?
Breaking the silence starts with listening. If Ghana wants to see true economic and professional growth, it must create workplaces where every woman’s voice counts.
The writer is a communications and inclusion specialist, speaker, and social impact advocate dedicated to helping individuals and organisations navigate difficult conversations and build inclusive workplaces. She is the author of Speak Up! Speak Out! and provides training on self-advocacy, leadership communication, and workplace equity.
