The President’s nominee for the District Chief Executive position for Ellembelle in the Western region, Joseph Agyekum, has been overwhelmingly endorsed by the 52 assembly members in the area.

In an election conducted and supervised by the officials of Ellembelle District Electoral Commission on Wednesday, April 16, 2025, Joseph Agyekum secured all the votes cast, representing a unanimous 100 per cent endorsement by the assembly members.

This is the first time a president’s nominee has secured 100 per cent in Ellembelle district since the inception of the district.

Joseph Agyekum is the current Constituency Secretary for Ellembelle NDC. He is a teacher and a businessman.

In his acceptance speech, Joseph Agyekum expressed his heartfelt gratitude to President John Dramani Mahama for giving him the opportunity to serve the good people of Ellembelle district.

He also commended the assembly members for reposing trust in him.

“Let me use this opportunity to thank our able assembly members for reposing confidence in me and I also thank all members and executives of NDC for their support”, he showed appreciation.

He promised to serve the district diligently and support President John Mahama’s vision to drive development in the Ellembelle district.

He pledged his total commitment to work closely with the assembly members and also opinion leaders in the district.

He called on the good people of Ellembelle district to rally behind him to succeed.

“I need every one in our district support, let us remain in peace and unity and I cannot fail the good people of Ellembelle”, he stated.

He thanked the Member of Parliament (MP) for the area, Emmanuel Armah-Kofi Buah and pledged to work closely with the MP to drive development in the area.

On his part, the Presiding Member (PM), Charles Kwesi charged the DCE to serve with humility and always think about development agenda of the district.

He pledged to work tirelessly with the DCE to ensure the smooth running of the assembly.

He took the opportunity to swear-in the new government appointees of the assembly on behalf President John Dramani Mahama and urged them to support President John Mahama’s policies in the district.

The Acting President of Eastern Nzema Traditional Council, Nana Bronya Kofi IV who is also the chief of Basake, commended the assembly members for overwhelmingly endorsing Joseph Agyekum as the Ellembelle DCE.

He described the endorsement as unprecedented and historic “this is the first time a president’s nominee has received such an endorsement, it has never happened in our district before”.

“I’m very excited today and I can see that everybody is happy especially the assembly members and I believe you will support our DCE to succeed”, he stated.

He appealed to all chiefs and pastors of the district to rally behind the DCE to succeed.

Joseph Agyekum was nominated by President John Dramani Mahama on Friday, April 4, 2025.

The colourful event was held at Nkroful, the district capital of Ellembelle and monitored the Western Regional Minister, Joseph Nelson and the NDC Western Regional Chairman, Nana Toku.

The event was also graced by the Member of Parliament (MP) for Evalue-Ajomoro Gwira, Kofi Arko Nokoe, Nzema East MCE, Herbert Kuah Dickson, Jomoro MCE nominee, Benedict Boadi, Ellembelle District Police command, other state security, the media and among others.

In the current business environment of Ghana and the broader African continent, securing the right talent is not merely a human resource function but a strategic necessity.

The individuals we bring into our organisations significantly influence our capacity to innovate, adapt, and thrive. In my experience leading a recruitment agency in Ghana, I have observed that mastering the art of hiring is pivotal for organisational success.

Here are key considerations and best practices tailored to the Ghanaian and African context to ensure effective recruitment.

1. Understanding the Local Talent Landscape

Ghana boasts a youthful and vibrant workforce, presenting opportunities and challenges for employers. While the abundance of young talent is promising, a notable skills gap exists between industry requirements and job seekers’ competencies. This disparity underscores employers’ need to invest in comprehensive training and development programs to bridge this gap and cultivate a workforce equipped for contemporary challenges.

Understanding the Skills Gap

Recent studies have illuminated the extent of this skills mismatch. According to the Ghana Youth Barometer 2024 Report, only 40.3% of youth believe that the education system adequately prepares them for the future. The report emphasizes a notable deficiency in practical skills such as critical thinking, creativity, and entrepreneurship.

Furthermore, research by the African Center for Economic Transformation (ACET) underscores a significant gap between the knowledge and skills provided by the education system and those demanded by the labor market. This misalignment contributes to high rates of underemployment and unemployment among Ghanaian youth.

To address these challenges, employers can adopt several strategies:

● Collaborative Training Programs: Partnering with educational institutions to design curricula that reflect current industry needs ensures that graduates possess relevant skills upon entering the workforce.

● Internships and Apprenticeships: These programs offer hands-on learning opportunities and allow students and recent graduates to gain practical experience, bridging the gap between theoretical knowledge and real-world application.

● Continuous Professional Development: Implementing ongoing training initiatives helps current employees stay updated with evolving industry trends and technologies, fostering a culture of lifelong learning.

● Mentorship Schemes: Establishing mentorship programs connects less experienced employees with seasoned professionals, facilitating knowledge transfer and skill enhancement.

2. Cultural Fit: Aligning Values and Vision

In Ghanaian corporate culture, communal values and respect for hierarchy are emphasised. Ensuring that potential hires resonate with the organization’s core values and cultural nuances is essential. A candidate’s ability to integrate seamlessly into the company’s culture can significantly impact team cohesion and productivity.

The Significance of Cultural Fit

Cultural fit refers to the alignment between an individual’s values, beliefs, and behaviours and those of the organisation. Assessing cultural fit is crucial during the hiring process because it ensures new employees can easily adapt to the organisational culture and work well with the existing team.

To ensure alignment between potential hires and organisational culture, consider the following approaches:

● Clearly Define Organisational Values: Articulate the company’s mission, vision, and values to both current employees and prospective candidates. This clarity helps attract individuals who naturally align with the organization’s ethos.

● Incorporate Behavioral Interview Techniques: Utilize interview questions that explore how candidates have handled situations reflecting the company’s core values, particularly those emphasizing communal collaboration and respect for hierarchy.

● Provide Realistic Job Previews: Offer candidates insights into the company’s working environment, expectations, and cultural norms to help them self-assess their fit within the organization.

3. Leveraging Data-Driven Recruitment Strategies

The advent of technology has revolutionised recruitment processes globally. Adopting data-driven recruitment strategies in Ghana enables organizations to make informed hiring decisions. Utilizing analytics to assess candidate competencies, predict job performance, and identify potential retention risks can enhance the quality of hires.

To effectively adopt these strategies, organizations should:

● Invest in Technology: Implement Applicant Tracking Systems (ATS) and recruitment software that collect and analyze data throughout the hiring process.

● Define Key Metrics: Establish clear recruitment metrics aligned with organizational goals, such as time-to-fill, cost-per-hire, and quality-of-hire.

● Train HR Personnel: Equip human resources teams with the necessary skills to interpret data analytics and apply insights effectively.

4. Collaborating with Specialized Recruitment Partners

Navigating the complexities of talent acquisition in Ghana can be daunting. Partnering with specialized recruitment agencies offers access to extensive networks and industry insights. These agencies possess the expertise to identify and attract candidates who have both the requisite skills and align with the organization’s culture and long-term objectives.

Advantages of collaborating with specialized recruitment agencies

● Access to a Broad Talent Pool: Specialized agencies like Jobberman maintain extensive databases of qualified professionals across various sectors, enabling organizations to tap into diverse candidates, including those with niche skill sets.

● Industry-Specific Expertise: These agencies have a deep understanding of specific industries, allowing them to effectively match candidates’ competencies with the unique demands of the sector.

● Efficient Recruitment Processes: Leveraging their experience and resources, recruitment agencies streamline the hiring process, reducing time-to-fill and allowing internal teams to focus on core business activities.

● Enhanced Candidate Screening: Through rigorous screening and assessment procedures, agencies ensure that only candidates who meet the organization’s criteria and exhibit cultural fit are presented, thereby improving the quality of hires.

● Cost-Effective Solutions: By minimizing the risks associated with bad hires and reducing turnover rates, specialized recruitment partners contribute to long-term cost savings for organizations.

5. Emphasizing Employer Branding

A strong employer brand is a magnet for top talent in a competitive job market. Organizations should actively showcase their values, culture, and employee value propositions. Engaging in corporate social responsibility initiatives, promoting success stories, and maintaining a positive workplace culture can enhance the organization’s reputation and attract high-caliber candidates.

Here are key strategies to enhance employer branding.

● Showcase Company Culture and Values: Clearly communicate your organization’s mission, values, and culture through various channels, including your website, social media, and job postings. Highlighting what makes your workplace unique helps potential candidates assess their fit within the company.

● Highlight Employee Success Stories: Share testimonials and stories of current employees who have thrived within your organization. This not only humanizes your brand but also provides tangible examples of career growth and satisfaction, appealing to prospective candidates.

● Maintain a Positive Candidate Experience: Ensure that your recruitment process is transparent, respectful, and efficient. A positive candidate experience reflects well on your employer brand and can lead to favorable word-of-mouth recommendations.

Conclusion

Securing the right hire in Ghana requires a multifaceted approach that encompasses understanding the local talent landscape, ensuring cultural fit, leveraging technology, collaborating with recruitment experts, fostering continuous learning, and strengthening employer branding. By integrating these strategies, organisations can build robust teams capable of propelling sustained growth and success in the Ghanaian and African markets.

–

This article was first published on www.jobberman.com.gh

Year-on-year producer inflation rate

The Ghana Statistical Service (GSS) has reported a year-on-year producer inflation rate of 24.4 percent for March 2025, down from 27.6 percent recorded in February 2025.

This marks a slowdown in the rate at which ex-factory prices of goods and services are increasing.

The Producer Price Index (PPI) measures the average change over time in the selling prices of goods and services as received by domestic producers and indicates that month-on-month producer inflation between February and March 2025 stood at 0.6 percent, lower than the 1.5 percent seen the previous month.

A sectoral breakdown shows that producer price inflation in the industry sector, excluding the construction sector, decreased from 42.9 percent in February 2025 to 36.3 percent in March 2025.

In the construction sector the rate declined to 15.4 percent in March 2025, while in the Services sector it stood at 7.2 percent during the same period.

Sector-specific insights

Industrial PPI

The Industry sector remained the main driver of producer inflation, recording a year-on-year inflation rate of 36.3 and representing a 6.6 percentage point decrease relative to the rate recorded in February, with a month-on-month change of 0.7 percent.

Industrial producer price inflation in the Mining and Quarrying sub-sector declined by 9.2 percentage points to 35.4 percent, compared to 44.6 percent in February 2025.

The Manufacturing sub-sector increased by 2.0 percentage points to 22.8 percent in March 2025 with Electricity and Gas sub-sector recording an inflation rate of 5.1 percent representing a decrease of 4.6 percentage points from 9.7 percent in February 2025.

The Water supply, sewerage and waste management sub-sector recorded an inflation rate of 4.8 percent.

Construction PPI

The year-on-year rate of construction producer price inflation for March 2025 was 15.4 percent, representing a 0.4 percentage point decrease from February 2025 (15.8 percent). The month-on-month change between February 2025 and March 2025 was 0.1 percent.

On sub-sector basis, inflation in Construction of buildings decreased by 1.6 percentage points from 15.9 percent in February 2025 to 14.3 percent in March 2025. The Specialised Construction activities sub-sector recorded inflation of 17.9 percent in March 2025 compared to 18.5 percent in February 2025.

The Civil Engineering sub-sector recorded no change in its inflation rate, remaining at 15.7 percent for March 2025.

Services PPI

The year-on-year services producer price inflation is 7.2 percent, representing a 0.6 percentage point decrease from February 2025 (7.8 percent) with a month-on-month change of 0.2 percent.

Inflation in the Transport and Storage sub-sector decreased by 2.3 percentage points from 22.7 percent as at February 2025 to 20.4 percent in March 2025.

The Accommodation and Food Services sub-sector rate decreased by 6.5 percentage points from 29.1 percent in February 2025 to 22.6 percent in March 2025, and the Information and Communication sub-sector recorded an inflation rate of 4.1 percent.

By Christopher Arko,
17 April

Flag of Ghana (photo credit: Kaufdex via pixabay)

The Constitution Review Committee (CRC), tasked with assessing and proposing amendments to Ghana’s 1992 Constitution, has received over 500 online and in-person submissions to assist its work. The committee, made up of legal and governance experts, will focus on identifying key areas of the Constitution that need updating to align with the country’s evolving democratic and socio-economic realities. In addition, it is to carefully examine past recommendations, identify necessary changes and create a clear roadmap leading to meaningful constitutional amendments. The Secretary to the CRC, Dr Rainer Akumperigya, who disclosed this to the Ghana News Agency, said the stakeholder engagements had, so far, been fruitful. The committee has received written submissions from groups, including the National Commission for Civic Education, past officers from the Electoral Commission and Non-Governmental/Civil Society Organisations (CSOs) with a lot of expertise in the natural resources sector, such as the Africa Centre for Energy Policy, he said. From academia, Professors Kwame Gyan, Kofi Quashiga and Kwadwo Appiagyei-Atua, all from the University of Ghana, have presented proposals to the Committee. The Institute of Economic Affairs, which was represented by two notable personalities, former Speaker of Parliament, Prof. Mike Aaron Oquaye, and former Chief Justice, Justice Sophia Akuffo, also presented written submissions to the group. A lot of engineers and institutions have presented proposals.
Read the full article here: Ghana News Agency

Okudzeto Ablakwa meets High Commissioner of Singapore to Ghana, Hawa Daipi

The Minister of Foreign Affairs, Samuel Okudzeto Ablakwa, has announced that Ghana and Singapore will continue to maintain their Visa Waiver Agreement.

According to him, this agreement is aimed at deepening the cooperation between the two countries particularly in trade, skills education and IT.

In a post shared on Ablakwa’s X page as sighted by GhanaWeb Business after meeting with the High Commissioner of Singapore to Ghana, Hawa Daipi, Ablakwa expressed gratitude for the long-standing peaceful cooperation between the two countries.

“I thank the High Commissioner on behalf of President Mahama and the people of Ghana for the special invitation from Singapore President, H.E. Tharman Shanmugaratnam to President John Mahama to pay a state visit to Singapore” he posted.

The Singaporean High Commissioner to Ghana, Hawa Diapi, also acknowledged the relation between the two countries and pledged his country’s commitment to foster a more peaceful and lasting cooperation.

SP/AME

Indeed a great honour meeting with the High Commissioner of Singapore to Ghana, His Excellency Hawazi Daipi.

It’s refreshing that Ghana and Singapore will continue to maintain our Visa Waiver Agreement.

We have also agreed to deepen our cooperation, particularly in trade,… pic.twitter.com/5jRHRAWT1N

— Sam Okudzeto Ablakwa (@S_OkudzetoAblak) April 14, 2025

This blog is managed by the content creator and not GhanaWeb, its affiliates, or employees. Advertising on this blog requires a minimum of GH₵50 a week. Contact the blog owner with any queries.

Attractive News Blog of Thursday, 17 April 2025

Source: Andre Mustapha NII okai Inusah

SIC Insurance PLC has paid an insurance to GCB Bank PLC

SIC Insurance PLC has paid an insurance claim of GH¢1,54 million to GCB Bank PLC under the bank’s Bankers Blanket Policy.

At a brief ceremony held at GCB’s head office in Accra, a cheque was presented to the bank’s Deputy Managing Director (Finance), Socrates Afram, by the Acting Managing Director of SIC Insurance PLC, James Agyenim-Boateng.Financial literacy courses

In his remarks, Mr. Agyenim-Boateng expressed appreciation to GCB Bank for its continued business relationship with SIC Insurance PLC over the years.

He reaffirmed the insurer’s financial stability and commitment to timely claims payment, urging both the business and insurance communities to prioritise doing business with SIC.

“SIC Insurance PLC is financially strong, pays claims promptly and values its clients. Apart from this bullet payment to GCB Bank, we have recently paid over one million dollars (US$1m) in claims to a client in Accra; and seven hundred and eighty thousand dollars (US$780,000) to another company in Tema,” he revealed.

Financial literacy courses

“At SIC Insurance PLC, we value our relationship with GCB Bank. We take our promises seriously, as they are sacred. Continue to stand by us and when tough times come, we will chase you with your cheque to come and present it to you,” he added.

On his part, Mr. Socrates Afram said the bank cherishes its relationship with SIC Insurance PLC, describing it as mutually beneficial to both institutions.

The Acting Director General of the Ghana Health Service (GHS), Pro­fessor Samuel Kaba Akoriyea, has called for an integration of all divisions of the Service to enhance its operations and progress.

According to him, the lack of integration of the divisions of the GHS to enable them to work in close collaboration over the past years had slowed its progress.

He said that the integration of the various divisions of the GHS to enhance its operations and progress could be achieved through collective collabora­tion and the inclusion of staff participation.

Prof. Akoriyea made the call at the annual performance review of the GHS held at the Health Promotion Division in Accra yesterday.

The purpose of the perfor­mance review was to assess the performance of the GHS last year to identify the progress that was made, the challenges faced, and also profess solutions to the challenges.

Speaking at the event, Prof. Akoriyea said the situation where some of the divisions were under-resourced as compared to others was not encouraging.

He, therefore, urged the Director of the Policy, Planning, Monitoring and Evaluation divi­sion to ensure that resources were pulled for the benefit of all the workers of the various divisions and ensure their integration.

Furthermore, Prof. Akoriyea charged the directors of the vari­ous divisions to promote inclusive participation of workers and also ensure that they deliver services effectively.

“My attention has been drawn to the fact that some of you the directors, deputy directors and programme managers of the various divisions often ignore the GHS staff who have been employed to work with you and rather give the job to volunteers,” he stated.

“I am also well informed that there are drivers who have never gone on a trek while they are other drivers who are always on trek. That is not a good thing, and we need to change. We need to do things where every GHS worker participates actively to enhance its operations and progress,” Prof. Akoriyea added.

The Ag Director General also promised to ensure the equal allo­cation of resources to the various divisions, especially the research and development division in order to enhance their research work.

Moreover, he said that the re­search centres across the country, the Ghana College of Physicians and Surgeons and the Navrongo University would now be affili­ated to the GHS to enable staff who conduct research to become associate professors and not consultants.

Prof. Akoriyea promised to oversee the rebounding of the GHS and prioritise the welfare of staff of the Service.

There were presentations by the directors of the various divisions of the GHS during the review to assess their perfor­mance last year.

Some of the divisions that were present at the performance review were the Health Promo­tion Division, the Human Re­source Division, the Institutional Care Division, Family Health Division, Research and Devel­opment Division, Public Health Division, Policy, Planning, Mon­itoring, and Evaluation Division and the Office of the Director General of the GHS.

BY BENJAMIN ARC­TON-TETTEY

In the wake of dwindling donor support, the Board Chairman of the newly launched Development Insights Hub, Prof. Peter Quartey, is urging the government to strengthen monitoring and evaluation (M&E) systems to drive industrial development.

Prof. Quartey, who also serves as Director of the Institute for Statistical, Social and Economic Research (ISSER), believes mentoring Ghana’s youthful population is key to achieving this goal.

Speaking at the Hub’s inaugural ceremony, he noted that building the skills and competence of young people will lay the foundation for sustainable economic growth and long-term development.

“Every policy or every strategy has to be monitored and evaluated. If you look at a lot of government programmes, we do not monitor enough. The idea of this is to get young people to get into the evaluation base because they are the future generation .We are equipping them for evaluation by equipping them the needed requirement,” he said.

“It is also good for the nation because as a country we need to be evaluating programmes so that we see where there are gaps so we quickly fill the gaps. We do not have to wait till the end and realize it has failed,” he added.

For his part, the Head of Civil Service, Dr. Evans Aggrey-Darko, emphasized the Service’s renewed commitment to strong policy direction, noting that it remains central to driving continuous national growth and development.

“The civil service has an overarching mandate which is to assist the government in the formulation and implementation of public policies and mandate. What we have observed is that we need to consistently design the policies and programmes with M&E in mind. This should not be seen as an afterthought,” he reiterated.

Development Insights Hub is a not-for-profit organization established in 2022 with a broad –based vision, inclusive, equitable and sustainable development of Africa with active participation of women, youth, minorities and the vulnerable.

Minister of Local Government, Chieftaincy, and Religious Affairs, Ahmed Ibrahim

The Minister of Local Government, Chieftaincy, and Religious Affairs, Ahmed Ibrahim, has emphasized that the reintroduction of the National Sanitation Day initiative is a collective responsibility, urging all citizens to prioritize cleanliness as a national duty.

According to the minister, the Sanitation Day and the newly introduced National Sanitation League should serve as reminders that personal hygiene must become an integral part of Ghanaian social culture.

He stressed that individuals should adopt hygiene as a lifestyle rather than an occasional practice.

Speaking on Wednesday, April 16, 2025, during a courtesy call on Archbishop Nicholas Duncan-Williams—Chairman of the National Association of Charismatic and Christian Churches (NACCC) and General Overseer of Action Chapel International—Ibrahim called for greater collaboration in combating plastic waste and sachet litter.

He highlighted the importance of waste segregation at the household level to facilitate recycling efforts for rubber and plastic materials.

The minister further announced that the official launch date for the National Sanitation Day would soon be made public to ensure mass participation.

He noted that Christian leaders he had engaged with during his tour expressed overwhelming support for the initiative, and discussions are ongoing with the President to determine the appropriate date for the event.

Archbishop Nicholas Duncan-Williams endorsed the initiative, advocating for National Sanitation Day to be considered a call to duty for all citizens.

He pledged his support as NACCC Chairman, stating, “This is a laudable idea, and we pledge our support. We have to be intentional, and it should be a national effort to achieve this goal. It is a difficult task, but through collaboration, we can succeed.”

During Ibrahim’s visit to the Ghana Pentecostal and Charismatic Council, Apostle Eric Nyamekye also commended the initiative, emphasizing its importance in addressing environmental challenges.

“Sanitation is affecting all our rivers, and so it is commendable that the President has prioritized a National Sanitation Day. If we bring all stakeholders on board, I am confident we will succeed,” he said.

The minister also engaged the Ga Mantse, King Tackie Teiko Tsuru II, to solicit his support for the sanitation campaign.

AM/KA

Meanwhile, watch GhanaWeb’s tour of Fort Victoria and the Cape Coast Lighthouse below:

Each year, on April 17, the world unites to raise awareness about haemophilia and other inherited bleeding disorders. The theme for World Haemophilia Day 2025, “Women and Girls Bleed Too,” seeks to challenge long-held assumptions that bleeding disorders affect only males. While haemophilia is more frequently diagnosed in males, many females also live with symptoms of undiagnosed or misdiagnosed bleeding disorders—left without treatment or support.

What is a Bleeding Disorder?

Bleeding disorders are medical conditions where the blood does not clot as it should. This happens because certain essential components needed for clotting are missing or not working properly. As a result, individuals may experience prolonged bleeding, either spontaneously or after injury, surgery, or childbirth. Bleeding disorders may be inherited (passed down from one or both parents through genes) or acquired (developing later in life due to other medical conditions, medications, or unknown causes).

Types of bleeding disorders include:

• Haemophilia A and B – Inherited conditions (mostly affecting males) where clotting factors VIII or IX are deficient. Women and girls can also have symptoms, even if they carry the gene or have low factor levels.
• Von Willebrand Disease (VWD) – The most common inherited bleeding disorder, affecting both men and women, often leading to easy bruising, nosebleeds, and heavy periods.
• Other rare disorders – Include platelet function disorders and deficiencies of other clotting factors.

Common signs and symptoms:

• Frequent nosebleeds or bleeding gums
• Heavy or prolonged menstruation
• Unexplained bruises
• Blood in urine or stools
• Painful, swollen joints or muscles from internal bleeding
• Excessive bleeding after surgery, dental work, or childbirth

Management:
While these bleeding disorders cannot be cured, they can be effectively managed. Treatment may include clotting factor replacement therapy, antifibrinolytic medications, hormone treatments for menstrual symptoms, and supportive care from specialized health professionals. Early diagnosis is key to improving quality of life.

The Global and Ghanaian Landscape

According to the World Federation of Haemophilia’s 2023 Annual Global Survey, there are 390,630 identified individuals worldwide living with bleeding disorders. Of these:

• 56% have haemophilia
• 26% live with von Willebrand Disease (vWD)
• 18% are diagnosed with other bleeding disorders

Of this global population, 65% are male and 34% are female, revealing a significant representation of females, many of whom experience symptoms that go unnoticed or are wrongly attributed to other causes.

In Africa, the expected number of people living with haemophilia is 93,985, but only 8% have been formally identified. In Ghana, the estimated prevalence of haemophilia is 7,131, yet the number of diagnosed cases is 525 (critically low)—an indication of serious gaps in diagnosis and access.

These statistics reveal a stark reality: thousands of people in Ghana may be living with bleeding disorders without knowing it—and many of them are women and girls.

A Silent Burden on Women and Girls

Females can also experience bleeding symptoms as carriers of the haemophilia gene or through other inherited disorders like von Willebrand Disease.

Women and girls may suffer from:

• Heavy, prolonged menstrual bleeding
• Excessive bleeding during childbirth or surgeries
• Unexplained bruising

Too often, women and girls are told that heavy periods are just something they have to live with, but in many cases, this is a sign of an underlying bleeding disorder. We must listen to them and take their symptoms seriously.

A Call to Action

This year’s theme is a powerful reminder that the narrative must change:

• Women and girls bleed too.
• Women and girls deserve equitable access to diagnosis and treatment.
• Their voices must be heard.

We must launch public education campaigns addressing inequity in care while creating a safe, stigma-free space for women and girls to share their experiences.

In Ghana, key institutions such as Korle Bu Teaching Hospital and Komfo Anokye Teaching Hospital—with immense support from the World Federation of Haemophilia and the Ghana Haemophilia Society—are making important strides to improve haemophilia care.

Despite these efforts, critical gaps remain, particularly in access to diagnostics, treatment, and specialized care. Addressing these challenges requires a collective call. Government bodies, public health agencies, civil society organizations, and individuals should come together to ensure that every person living with a bleeding disorder receives equitable and timely care—regardless of gender, geography, or financial means.

“Women and Girls Bleed Too” is not just a theme—it’s truth.

Let us ensure that no woman or girl living with a bleeding disorder in Ghana is left behind. When we listen to them and provide the care they deserve, we improve outcomes not just for individuals but for families, communities, and our entire country.

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