Mr Benedict Boadi, a Chief Management Analyst, who made the call, said the successful implementation of gender mainstreaming required sustained commitment, strong leadership, adequate resource allocation, and deliberate efforts by all stakeholders.

He was speaking at a sensitisation workshop organised by the Office of the Head of Civil Service (OHCS) in Accra, to discuss the Ghana Civil Service Standard Operating Procedures (SOPs) for Gender Desk Officers.

He said gender desk officers were responsible for supporting the integration of gender perspectives into all programmes and operations within their respective institutions.

Their duties, he noted, also included serving as liaisons between their organisations and coordinating institutions, organising training programmes, collecting gender-related data, and preparing regular reports on progress made toward gender mainstreaming.

Mr Boadi also stressed the importance of promoting awareness of gender issues within institutions and encouraged officers to be proactive in advocating inclusive policies.

Dr Evans Aggrey-Darkoh, the Chief Director, Head of the Civil Service, said the SOPs would soon be validated to facilitate the operationalisation of gender mainstreaming reports across the Service.

He announced that beginning in June, directors would undergo training to equip them with the requisite tools and knowledge to effectively implement gender mainstreaming activities.

“An action plan must be doable, achievable, and realistic,” Dr Aggrey-Darkoh stated, urging institutions to ensure their plans were transparent and practical.

Ms Juliet A. Amoah, the Country Director of Emerging Public Leaders (EPL) Ghana, a partner of the OHCS, described the development of SOPs for Gender Mainstreaming as a critical step towards building an inclusive and equitable public sector.

She said EPL’s “Women on the Rise” project, funded by Co-Impact, was a key initiative aimed at strengthening gender-responsive policies, removing systemic barriers, and mentoring emerging female leaders in the public sector.

“We believe that when civil service actors are equipped with the proper knowledge, tools, and sensitivity, they can drive system-wide change in how we plan, budget, and deliver services for all citizens, particularly the most marginalised,” Ms Amoah said.

Mrs Jane Afful, the Principal Research Officer at OHCS, noted that gender mainstreaming reporting allowed for informed decision-making, the identification of gender gaps, and improved planning, especially in budget allocation.

She urged gender desk officers to provide recommendations to address inequalities and advocate for fair opportunities for women within their institutions.

Mrs Afful called for the collection of accurate and verifiable data, regular updates, and accessibility of information to relevant stakeholders.

Gender mainstreaming, she said, was essential for ensuring that the needs and perspectives of both women and men were considered at all stages and levels of policy and programme development.

“It is a strategy aimed at achieving gender equality and eliminating the perpetuation of inequality in our systems,” she said.