Breaking Silence: Women’s Voices Struggle in Workplaces

oleh admin | Mar 24, 2025 | female empowerment, gender pay gap, women, women leaders, women's rights

By Dr Maame Afua Nikabs

In March, the world comes together to celebrate and stress the importance of gender equality, with International Women’s Day highlighting both our achievements and the efforts yet required.

But gender equality must go beyond just one month of conversations; it must translate into action that ensures women’s voices are valued in every aspect of the workplace.

In numerous work environments across Ghana and various regions of the Global South, women’s contributions often go unnoticed, ignored, or limited due to prevailing cultural practices, company frameworks, and deep-seated gender prejudices.

Although significant attention has been paid to gender diversity in leadership roles, discussions around workplace gender equality should not stop with having women hold positions of power and participate in decision-making processes. It is equally important for their perspectives and contributions to be genuinely acknowledged and respected.

Hidden Obstacles: The Reason Behind Women’s Difficulty Speaking Up Professionally

A recent scholarly investigation titled “Seen but Not Heard: The Voice of Women at Work and the Mediating Role of Culture” by Toyin Ajibade Adisa, Chidiebere Ogbonnaya, Chima Mordi, Hakeem Ajonbadian, and Olatunji David Adekoya (2024) underscores how cultural norms function as potent suppressors of female voices in African work environments, particularly in countries like Ghana.

The research highlights two main elements:

• A high-power distance orientation—a hierarchical workplace environment where less senior staff members, particularly women, are anticipated to show respect to those in higher positions, thereby restricting their opportunities to voice concerns or share insights.

• Patriarchal workplace norms – the expectation that women should be reserved, deferential, and not challenge male authority, reinforcing the perception that assertiveness is a masculine trait.

These insights strike a chord strongly with the dynamics present in the Ghanaian work setting. According to data from the Ghana Statistical Service (GSS), although women constitute 39% of the formal sector employees, they hold fewer than 14.5% of seats on boards, highlighting significant imbalances in authority and strategic decision-making roles.

Nevertheless, leadership constitutes merely a portion of the overall scenario; women across various tiers find it challenging to get their opinions acknowledged in workplace dialogues, group conferences, and regulatory choices.

The Price of Quiet: The Consequences of Muting Women’s voices

The silencing of women’s voices in Ghanaian workplaces carries significant repercussions—not only for individual employees but also for companies and the broader economy.

Lost Opportunities for Innovation & Business Expansion – If only half of the employees feel discouraged from sharing ideas or questioning inefficient procedures, businesses can falter. According to research conducted by McKinsey & Company, firms with greater diversity in terms of gender tend to exceed industry standards in financial performance by up to 25%.

Gender Pay Disparities and Career Plateauing – Women who refrain from speaking out find it challenging to negotiate wages, advancements, and leadership roles. Research shows that Ghanaian women typically receive approximately 30% lower earnings compared to men, largely because of reduced chances to champion improved compensation and working environments.

Women who stay quiet about workplace discrimination, harassment, or unjust treatment frequently endure these issues alone. Such silence can impede personal professional growth and allow harmful work environments to continue unchallenged.

The Part Played by Culture: Religious Beliefs, Gender Roles, and Social Norms

Frequently, cultural and religious standards uphold the belief that women ought to exhibit modesty, avoid confrontation, and display submissiveness in their careers as well as within their private lives.

Spiritual Guidelines and Office Structure:

Many religious interpretations promote female humility and silence, which can discourage women from expressing themselves openly, especially in male-dominated industries. In some workplaces, men justify gender imbalances using religious rhetoric, reinforcing the expectation that women should listen rather than lead.

Gender Roles & Rearing: From a young age, numerous Ghanaian females are taught to be amiable, courteous, and more reserved compared to males. This foundational conditioning often manifests in professional settings as these women tend to avoid confronting superiors, requesting raises, or expressing their viewpoints during predominantly masculine conversations.

The Fear of Stigma: Whenever women voice their opinions, they commonly encounter pushback. Women who exhibit assertiveness tend to be branded as ‘overly aggressive,’ ‘challenging,’ or ’emotional.’ This often causes them to refrain from speaking out to sidestep adverse outcomes.

Ways Ghanaian Workplaces Can Encourage Women’s Voices

To develop a genuinely inclusive work environment, Ghanaian entities should progress past mere symbolic acts of gender diversity and proactively establish settings where females feel encouraged to voice their opinions.

✅ Implement Voice-Inclusive Policies – Companies should establish structured feedback mechanisms where all employees, regardless of gender, feel encouraged to contribute ideas and concerns without fear of retaliation.

✅ Advocate for Sponsorship & Mentoring of Women — Actively having high-ranking professionals support women’s participation in key decision-making environments can lead to substantial benefits. Studies indicate that women who have mentors in executive positions tend to advance more frequently.

✅ Offer Gender Bias and Inclusive Communication Training – Unconscious gender biases can be prevalent. Companies ought to educate their executive committees on promoting inclusive dialogues, preventing interruptions of female colleagues during conferences, and intentionally soliciting input from women.

✅ Acknowledge and Celebrate Women’s Contributions – Whenever women contribute ideas, these suggestions should be recognized, attributed properly, and adopted when beneficial. Work environments that often credit women’s efforts to their male counterparts tend to deter them from participating further.

✅ Combat Workplace Harassment & Discrimination – Numerous women stay quiet regarding abusive treatment at work due to their fears. Establishing robust complaint systems and adopting zero-tolerance stances against workplace discrimination can foster an environment where women feel more empowered to speak up.

Concluding Reflections: Ending the Chain of Silence

It is essential to amplify women’s voices across all tiers of the corporate world, not merely in top management positions. Striving for gender equality goes beyond having females in high-ranking jobs; it also involves making sure that their viewpoints, issues, and suggestions are considered valuable contributors to discussions in every level of the organization.

Ghanaian enterprises face a significant question: Should they persist with hierarchical structures marked by substantial power imbalances that impede advancement? Alternatively, should they adopt more egalitarian work environments where female contributions are actively solicited, valued, and implemented?

To initiate change, one must begin by listening. For Ghana to achieve genuine economic and professional development, it needs to foster work environments where each woman’s perspective is valued.

The individual serves as a communications and inclusion specialist, public speaker, and social impact activist committed to assisting both people and organizations in managing challenging discussions and fostering inclusive work environments. As the creator of “Speak Up! Speak Out!”, she also conducts workshops focused on self-assertion, leadership communication, and equitable practices in the workplace.

Provided by Syndigate Media Inc. (
Syndigate.info
).