The Second Deputy Governor of the Bank of Ghana, Mrs. Matilda Asante-Asiedu, has called on corporate organisations to move beyond tokenism and intentionally create leadership opportunities for women in areas that shape culture, drive strategy, and spark innovation.

Speaking at the 11th Women in HR Conference organised by the Ghana Employers’ Association in Accra, Mrs. Asante-Asiedu stressed that while women have excelled in Human Resources, Communications, and Corporate Social Responsibility, their impact must extend to boardrooms and executive spaces where long-term decisions are made.

She further encouraged women to position themselves to fully benefit from the opportunities created by Affirmative Action quotas.

“Women are not just nurturers of people, we are architects of vision, of strategy, and of transformation. Elevating women beyond HR is not about charity or tokenism it is about competitiveness and survival in a fast-changing world,” she said.

The Deputy Governor shared her personal career journey from journalism into banking, describing how taking bold risks and embracing continuous learning allowed her to lead initiatives that transformed retail banking, women’s banking, and digital inclusion projects. She argued that the experiences highlight why women must be supported to step outside traditional boxes.

Three Pillars of Leadership

Mrs. Asante-Asiedu outlined three critical pillars where women’s leadership can make a transformative difference:

Culture Architects: fostering trust, accountability, and inclusive work environments that drive performance.

Strategic Leaders: embedding purpose into long-term business strategy and balancing profitability with sustainability.

Innovators: reimagining solutions that respond to real human needs, often with an inclusive lens.

She cited global examples such as Ngozi Okonjo-Iweala of the World Trade Organisation and Indra Nooyi of PepsiCo, as well as Ghanaian corporate leaders like Patricia Obo-Nai of Telecel Ghana, demonstrate the far-reaching impact of women in top leadership.

A Business Case for Inclusion

Quoting studies from McKinsey, Deloitte, and the Harvard Business Review, the Deputy Governor emphasized that companies with more women in executive roles are more profitable, more innovative, and more trusted. She noted that beyond economics, women reinvest significantly into families and communities, multiplying the benefits of inclusive leadership.

She further urged boards to move from symbolic gestures to intentional appointments, ensuring women take seats on audit, risk, finance, and innovation committees, while organisations shift from mentorship to active sponsorship of female talent.

Aligning with National Policy

Mrs. Asante-Asiedu also linked her call to Ghana’s Affirmative Action (Gender Equity) Act, 2024, which sets targets of 30% women in leadership by 2026, 35% by 2028, and 50% by 2030, aligning with the UN Sustainable Development Goal 5.

“When women rise, men do not fall. Instead, everyone rises together,” she concluded, urging both men and women to embrace inclusivity as a national imperative.

The Women in HR Conference, now in its 11th year, has become a flagship platform for empowering female professionals to exchange ideas, sharpen leadership skills, and contribute to national productivity.