Gender mainstreaming is crucial in the Civil Service as it plays a significant role in promoting gender equality and enhancing institutional effectiveness.

This process involves integrating gender perspectives into all policies and programmes and ensuring equal participation of both women and men in the decision-making processes.

The training brought together 40 participants who were expected to advocate for policy reforms while addressing intersectional barriers to women's development.

The primary objective of the training was to promote gender inclusion, empower women to assume leadership and decision-making roles at all levels of governance and enhance diversity within the Civil Service.

Specifically, the participants were guided through the National Gender Diversity Action Plan, its mandate, structure and objectives.

They evaluated gender-related initiatives, progress, challenges and proposed a way forward, providing a rapid assessment of the civil service.

Inaugurating the engagement via zoom, Dr Evans Aggrey-Darkoh, the Head of the Office of the Civil Service, highlighted that the training was part of the public sector reform strategy.
He revealed that a consultant was tasked with developing a framework for a gender national plan that would be applicable to all public sector institutions, hence the move to empower all the officers regardless of status.

The framework underwent a pilot phase with three public sector institutions, namely the Office of the Head of the Civil Service, Ministry of Gender, Children and Social Protection and the Ministry of Health.

Following a successful pilot, Chief Directors at various Ministries have signed key performance agreements to integrate gender into all activities in the civil service and beyond.

Dr Aggrey-Darkoh emphasised that that approach did not only address systemic inequalities but also enhanced governance and development outcomes, aligning with Ghana's constitutional commitments and international standards.

He mentioned the earlier inauguration of the National Gender Diversity Taskforce, comprising focal persons and Gender Desk Officers who advocate for policy reforms that promoted inclusivity across public sectors.

Ultimately, he said gender mainstreaming contributed to sustainable national development by empowering marginalised groups.

Mrs Francisca Pobee-Hayford, a Facilitator, provided participants with an overview of the gender inclusion and diversity policy framework in the Ghanaian public sector.
She identified deep-rooted gender stereotypes and cultural norms in Ghana that hinder women's career advancement, often leading to their relegation to lower positions despite their qualifications.

Women face systemic discrimination, including harassment and a lack of support for their professional growth, which discourages them from pursuing leadership roles, she said.

Mrs Pobee-Hayford pointed out that despite existing laws to protect women's rights, poor enforcement and the influence of customary laws often undermined these protections, resulting in widespread gender-based violence and discrimination.

She highlighted the lack of support services and inadequate social support systems for victims of gender-based violence, further complicating efforts to achieve gender equality in the workplace.
Some participants, including Mrs Josephine Manu and Ms Yaa Adofo Konadu, respectively, representing the Ministry of Sanitation and Water Resources and the Ministry of Chieftaincy and
Religious Affairs, commended the initiatives aimed at empowering all women.

They called for sustained educational initiatives, financial support, affirmative action, legal protections against gender- based violence and discrimination, particularly in STEM fields and the promotion of policies that supported girls' education to combat issues such as child marriage.