SEDAT HR Conference highlights authentic employer branding and workplace culture

SEDAT Consult Limited, on Thursday, April 30, 2026, hosted the second Takoradi edition of the SEDAT HR Conference at the Western Serene Atlantic Hotel, bringing together human resource practitioners, business executives, and people management professionals to discuss workplace culture, leadership, and employer branding.

Held under the theme “Authentic Employer Branding: Purpose, People, and Public Trust,” the conference created a platform for insightful discussions on how organisations can build trust, strengthen workplace culture, and improve employee engagement through intentional leadership and people-centred strategies.

Patricia Abena Kissi, Human Resource Consultant, Certified Trainer, and Chief Executive Officer of SEDAT Consult Limited, hosted the event.

The conference featured a keynote address by the Western Regional Minister, Joseph Nelson, and a special address by Nana Kobina Nketsia V, who also serves as President of the Western Regional House of Chiefs.

Participants explored the differences between how some organisations manage their workforce and the practices adopted by globally respected employer brands, with discussions focusing on accountability, transparency, employee wellbeing, and organisational integrity.

One of the major presentations was delivered by Maame Ekua Gaisey, Managing Partner of FiveSixFive Limited, who spoke on “The Culture Capital ROI: Building a Workplace Worthy of Pride.”

She challenged organisations to rethink workplace culture as a strategic asset rather than a superficial human resource initiative.

“Strategy tells you where to go, but culture capital determines how fast you can get there,” she told participants.

According to her, culture capital represents the reserve of trust, shared beliefs, and behavioural alignment that reduces organisational friction and drives performance.

She argued that organisations with strong workplace cultures tend to experience higher profitability, stronger employee retention, and improved long-term business growth.

Maame Ekua Gaisey identified psychological safety, operational alignment, and shared legacy as critical pillars for building strong organisational cultures.

She further urged leaders to assess whether the values promoted by their organisations are genuinely reflected in the day-to-day experiences of employees.

Another key presentation was delivered by Kwame Ofori Afreh, Human Resource Manager at Tullow Ghana Limited, who examined the relationship between public trust, corporate reputation, and employer branding.

Using global and local examples, he stressed that organisations lose credibility when there is a disconnect between what they publicly communicate and the actual experiences of employees.

He cited consistency, transparency, and social impact as the three pillars of what he described as “trust architecture.”

Mr Ofori Afreh explained that consistency involves aligning internal organisational practices with public messaging, while transparency requires organisations to openly communicate the reasoning behind difficult decisions.

He also emphasised the growing importance of social impact, particularly among younger employees who increasingly seek organisations whose values align with their personal beliefs.

The final major presentation was delivered by Felicia Opoku Folitse, Head of Human Resources and Administration at TAQA, who focused on building people-first workplaces capable of attracting and retaining talent.

Through practical examples, she highlighted the importance of positive candidate experiences, effective onboarding systems, mentorship, and career development opportunities.

According to her, organisations that intentionally invest in employee experience and professional growth are more likely to build loyalty and long-term commitment among staff.

She stressed that a people-first culture requires consistent commitment, empathy, inclusion, trust, and collaboration across all levels of an organisation.

The conference concluded with participants reflecting on the need for organisations to align their stated values with their actions while strengthening workplace cultures that inspire confidence, accountability, and trust.

Organisers described the event as a successful platform for meaningful conversations on leadership, organisational culture, and the future of employer branding in Ghana.

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