# Sex and rank in public service hierarchies: Rank distribution in Ghana’s health and security services

## TL;DR

This study examines gender representation in leadership roles within Ghana's health and security services, revealing significant disparities in career progression for women.

## Contribution

The study provides empirical evidence of gender disparities in rank distribution and evaluates the potential of the Affirmative Action Act (2024) to address these issues.

## Key findings

- Women held 39% of doctor positions, 30% of police officer roles, and 15% of soldier roles in 2025.
- Leadership in the Ghana Armed Forces remained male-dominated with fewer than five female Generals.
- Statistical analysis showed a significant association between sex and rank in the police service.

## Abstract

This study analyses leadership patterns in Ghana’s health and security institutions since 1992, with a particular emphasis on the sex composition of senior positions in the Ghana Health Service, the Armed Forces, and the Police Service. A mixed-methods approach was employed, comprising a qualitative literature review, quantitative analysis of the Ghana Police Service rank hierarchies, assessment of the Military Occupational Physical Assessment Test in relation to Military Occupational Specialties, and content analysis of relevant sections of the Affirmative Action Act (2024). In 2025, women represented 39% of doctors (5,068/12,900), 30% of police officers (12,945/43,968), and 15% of soldiers (2,400/16,000) in Ghana. Leadership in the Ghana Armed Forces remained male-dominated, with fewer than five female Generals among 115 in the forces and only one female Inspector-General of Police since 1992. Statistical analysis of police rank distribution showed a significant association between sex and rank (χ², p < 0.05), indicating persistent disparities in career progression. Findings highlight systemic institutional barriers affecting women’s advancement in Ghana’s health and security sectors. Targeted institutional reforms aligned with the requirements and merit-based principles of the Affirmative Action Act (2024) are necessary to address the disparities and strengthen equitable representation.