Women labour leaders call for ratification of international conventions to protect women at work

Women labour leaders in Ghana have renewed calls on the government to ratify key International Labour Organisation (ILO) conventions aimed at protecting women in the workplace and promoting gender equality in leadership and decision-making positions.

The call was made during a training programme organised by the Trade Union Congress (TUC) in collaboration with LO-Norway on 28th and 29th May 2026 for women leaders in the Volta and Oti Regions. The programme focused on advanced leadership skills and strengthening the participation of women in labour unions and governance structures.

Speaking at the programme, the National Head of Gender and Child Protection at the Trade Union Congress, Madam Harriet Botshway, urged government to ratify ILO Convention 190 on the elimination of violence and harassment in the world of work, as well as the updated Maternity Protection Convention 103.

According to her, the conventions would provide stronger legal backing to protect women against workplace abuse and improve conditions for nursing mothers and pregnant women.

“We need the government to ratify all these conventions that promote and protect women in the workplace,” she stated.

Madam Botshway explained that although Ghana had ratified an older maternity protection convention, it has become outdated and no longer addressed the current realities facing women workers.

She said labour unions were advocating improved maternity conditions, including three months maternity leave with an additional half-day work arrangement for nine months to support exclusive breastfeeding.

“If health experts are telling us that mothers should breastfeed exclusively for one year and women are only given three months before returning to work, then how are they expected to cope?” she questioned.

She noted that many African countries, including neighbouring Nigeria, had already ratified ILO Convention 190, while Ghana was yet to complete the process despite years of discussions.

According to her, Ghana was close to ratifying the convention before the change of government stalled the process.

“Now they are telling us they need to sensitise parliamentarians all over again, but while we wait, many women continue to suffer in silence at their workplaces,” she added.

Madam Botshway said in response to the delay, labour unions had adopted a new strategy by incorporating aspects of Convention 190 into collective bargaining agreements between unions and employers.

She explained that although not every aspect of the convention could be captured in collective agreements because of its broad scope, unions believed the strategy would still offer some level of protection for workers.

“The convention covers everybody, including workers in the public and private sectors, interns, rural workers and even third parties who interact with organisations. It is very broad and when it is ratified into law, many women who are suffering silently will gain the confidence to speak out,” she stressed.

The Volta and Oti Regional Secretary of the TUC, Madam Edith Abla Amenuvor Afewu, also highlighted the numerous barriers women face in leadership and professional advancement.

She said many of the challenges were rooted in cultural stereotypes and societal expectations that continue to portray leadership as a male responsibility. She added that societal perceptions about women had persisted over generations and changing such attitudes would take time

According to her, women in many communities were often discouraged from actively participating in public discussions and decision-making, in the past despite their capabilities and wisdom.

“In most gatherings, it is the men who do the talking, but when they are unable to find solutions, they still go back to consult elderly women for advice. This shows women have the wisdom, but they were often denied the opportunity to demonstrate it,” she said.

She described the process as gradual but expressed optimism that education and awareness programmes would continue to break the barriers.

She further pointed out that biological and reproductive responsibilities also created additional challenges for women in leadership.

She explained that pregnancy, childbirth, maternity leave and health complications associated with childbirth sometimes affected women’s ability to remain active at work, leading some employers to hesitate in appointing women to leadership positions.

“There are women who suffer trauma after childbirth, some lose their babies, while others develop health complications that affect their ability to continue working normally,” she said.

Madam Afewu also identified marriage and family expectations as barriers to women’s advancement.

She explained that some husbands and partners discourage women from taking leadership positions because of misconceptions that women in leadership become disrespectful or neglect family responsibilities.

“Some men are uncomfortable when their wives rise to higher positions because they fear they may no longer have control over their wives in their home,” she noted.

She added that limited educational opportunities for some women also affected their competitiveness when vacancies and leadership opportunities became available.

The Volta Regional Women Chairperson of the TUC, Melody Enam Bedi, said the training programme was designed to equip women with the confidence, leadership skills and labour knowledge needed to take up leadership responsibilities effectively.

She said the initiative was also linked to efforts towards achieving greater women's representation in governance and public leadership by 2030.

“Women are demanding equality, but beyond that, they must also be prepared to deliver results when given the opportunity,” she stated.

Madam Bedi explained that one major challenge women faced was the lack of recognition and visibility within leadership structures.

She called on institutions and organisations to create enabling environments for women to demonstrate their abilities rather than suppressing their contributions.

“We do not want to compete against men. We want to work side by side with them so that women can also showcase their knowledge and understanding,” she said.

The Volta Regional Director of the Department of Gender, Madam Thywill Eyra Kpe, who facilitated sessions of the workshop described women in labour unions as critical actors in safeguarding workers’ rights, promoting social protection and advancing gender-responsive policies.

She stressed that women’s participation in negotiations, collective bargaining and decision-making was essential to achieving equal opportunities for all workers.

According to her, despite the important role women play, many obstacles continue to limit their participation in leadership.

She mentioned low levels of leadership training, limited opportunities, family pressures and lack of confidence among some women as key factors affecting progress.

“Leadership is not the preserve for any particular sex. Anybody who develops the knowledge, capacity and skills can become a leader,” she stated.

Madam Kpe encouraged women to believe in their abilities and take advantage of opportunities available within labour unions and other professional spaces.

She said women had valuable contributions to make in decision-making and should not always leave difficult negotiations and leadership responsibilities to men.

The participants expressed hope that the training and continued advocacy would help increase women’s representation in leadership and strengthen workplace protections for women across the country.

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