Access Bank Ghana Secures Second Spot in 2025 Ghana Board Diversity Index for Exceptional Board Gender Diversity

Introduction

In the competitive landscape of Ghana’s corporate governance, Access Bank Ghana has emerged as a frontrunner in boardroom gender diversity. According to the 2025 Ghana Board Diversity Index, released by The Boardroom Africa in partnership with the Ghana Stock Exchange, Access Bank Ghana ranks second among the most gender-diverse boards in the country. This achievement highlights a board composition with 44% women, far exceeding the national average of 25% female representation across the 36 listed companies on the Ghana Stock Exchange.

This ranking positions Access Bank Ghana as a Gender Champion—a category reserved for firms with at least 30% women on their boards, a threshold met by only 39% of Ghana’s listed firms. For businesses and leaders seeking to understand gender diversity in Ghanaian boardrooms, this report offers verifiable benchmarks and success stories that drive sustainable corporate growth.

Analysis

The 2025 Ghana Board Diversity Index provides a comprehensive evaluation of female representation on boards and in senior executive roles among all 36 listed companies in Ghana. This annual assessment underscores the gradual yet persistent push toward board gender diversity in Ghana, revealing both progress and persistent gaps.

Report Methodology and Scope

Published on November 27, 2025, the index analyzes data from publicly listed firms, focusing on metrics like the percentage of women directors, non-executive directors, and leadership positions such as board chairs and chief operating officers (COOs). It categorizes companies into tiers, with Gender Champions defined as those achieving 30% or higher female board representation. This structured approach ensures transparency and comparability, making it a key resource for stakeholders tracking women in boardrooms Ghana.

Access Bank Ghana’s Standout Performance

Access Bank Ghana’s board features 44% women, including 50% of its non-executive directors. Notably, the bank boasts a female Board Chair, Ama Sarpong Bawuah, and a female COO, setting it apart as one of the few listed firms with women in these pivotal roles. Ama Sarpong Bawuah emphasized, “Our diversity agenda is integral to our culture and our business. We believe organisations that reflect the diversity of their markets are better equipped for innovation, sustainability, and long-term value creation.”

Managing Director Pearl Nkrumah added, “We are proud to be recognised as one of the top organisations driving gender balance in Ghana’s corporate space. Diversity is not just a metric for us; it is a strategic imperative. The presence of women at the highest levels of leadership has strengthened our governance, broadened our perspectives, and enhanced our decision-making as a Bank.” These statements reflect a deliberate strategy integrating diversity into core operations.

Summary

Access Bank Ghana’s second-place ranking in the 2025 Ghana Board Diversity Index showcases its leadership in board gender diversity Ghana, with 44% female board members compared to the 25% national average. As a Gender Champion, the bank exemplifies how targeted inclusion elevates governance. Nationally, female board representation rose modestly by 1% from 2024, yet challenges persist with 61% of firms below the 30% benchmark and 14% having no women directors at all.

Key Points

Practical Advice

Achieving high board gender diversity like Access Bank Ghana requires actionable steps. Here’s a pedagogical guide for Ghanaian companies aiming to enhance women in boardrooms:

Step 1: Assess Current Composition

Conduct an audit of your board and executive team, benchmarking against the Ghana Board Diversity Index. Identify gaps in female representation, especially in non-executive and chair roles.

Step 2: Implement Targeted Recruitment

Expand search pools through women-focused networks, such as professional associations in Ghana. Prioritize candidates with diverse experiences to foster innovation, as diverse boards are proven to improve decision-making and financial performance, per global studies from McKinsey and Deloitte.

Step 3: Invest in Mentorship and Training

Launch programs like Access Bank’s, pairing senior leaders with emerging female talent. Offer leadership training to prepare women for board roles, addressing skill gaps pedagogically through workshops on governance and strategy.

Step 4: Set Measurable Goals

Aim for the 30% Gender Champion threshold. Track progress annually, integrating diversity into performance metrics for sustained commitment.

Step 5: Foster an Inclusive Culture

Embed diversity in corporate values, as Access Bank does, to attract top talent and reflect Ghana’s demographic diversity—where women comprise over 50% of the population.

These steps, drawn from verified best practices, can position firms for index success and long-term resilience.

Points of Caution

While Access Bank Ghana leads, national trends warrant caution. Only a 1% rise in female board representation from 2024 signals slow progress. Key risks include:

• 61% of listed firms below 30% women, risking governance stagnation.
• 14% with zero female directors, perpetuating exclusion.
• Over-reliance on quotas without cultural change, which can lead to tokenism rather than genuine inclusion.

Companies must avoid superficial measures; true boardroom gender diversity Ghana demands ongoing investment to counter these trends.

Comparison

Access Bank Ghana’s 44% female board seats dwarf the 25% national average. As second-ranked, it trails only one firm but leads most peers. Comparatively:

Vs. National Benchmarks

Vs. Industry Leaders

The report notes women-chaired firms are nearly twice as likely to hit 30%, aligning with Access Bank’s model. This positions it ahead of 61% of laggards, serving as a benchmark for gender diversity in Ghanaian boardrooms.

Legal Implications

Ghana lacks mandatory gender quotas for corporate boards, unlike some European nations with legislated targets. The 2025 Ghana Board Diversity Index is voluntary, driven by market and reputational incentives rather than legal mandates. However, the Companies Act, 2019 (Act 992) promotes good governance, indirectly encouraging diversity through fiduciary duties for balanced representation. Non-compliance with emerging ESG standards could impact investor relations, but no direct penalties apply for low diversity. Firms like Access Bank leverage this framework proactively.

Conclusion

Access Bank Ghana’s second-place finish in the 2025 Ghana Board Diversity Index exemplifies leadership in board gender diversity Ghana. With 44% women on its board, a female chair, and COO, it outperforms national averages and inspires peers. As Ghana’s corporate sector evolves, emulating such models through strategic inclusion will unlock innovation and sustainability. This milestone reinforces that diverse boards, reflecting societal makeup, drive superior outcomes—positioning Access Bank as a model for the future.

Access Bank PLC, operating over 700 branches across 23 countries, remains committed to sustainable practices that empower women and serve communities effectively.

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