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Fatimah Amoadu, Deputy Managing Director of Cocoa Processing Company and Founder of the Obaapa Fatimah Amoadu Foundation, has called for the active inclusion of boys in efforts to combat teenage pregnancy in the Ekumfi District of the Central Region.

She made the appeal during a donation exercise in which she presented 600 sanitary pads and 1,000 exercise books to queen mothers of the Ekumfi Traditional Area to support their upcoming anti-teenage pregnancy campaign.

“We came today with 600 sanitary pads for the girls and 1,000 exercise books for both girls and boys. Yes, for boys as well. We need to educate boys on teenage pregnancy so that the burden does not fall solely on the girls,” she stated.

According to Amoadu, the support is part of her commitment to easing the challenges young girls face during menstruation.

“This will aid the queen mothers in their campaign against teenage pregnancy. The sanitary pads will bring some relief to the girls for at least a month. With this, they will not be lured into sexual activities just to get money to buy these necessities,” she explained.

The Paramount Queen Mother of the Ekumfi Traditional Area, Nana Benyiwa VI, expressed appreciation to Obaapa Fatimah Amoadu for her continuous support to the people of Ekumfi.

“I want to tell Obaapa that God will bless her. She has been supporting Nananom whenever we knock on her door. This is what we expect every Ekumfi native to do. If others replicate what Obaapa has done, we will be able to fight poverty together in our area,” she said.

Nana Benyiwa VI further noted that teenage pregnancy is becoming increasingly alarming in the district, hence the decision by the queen mothers to intensify education and awareness campaigns.

“We have observed that the rate at which our girls are getting pregnant is alarming. So we, Nananom, are now educating them. We believe this will help reduce the situation so they can focus on their education,” she added.

Source By DC Kwame Kwakye

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The founder and CEO of PKO Group, Dr. Edward Osei, has paid a working visit to King Tackie Teiko Tsuru II at the Ga Mantse Palace, where he unveiled his vision of using sports to transform the Ga State and Ghana at large.

During the royal engagement on Friday, May 22, 2026, Dr. Osei described sports as a powerful tool for youth transformation, empowerment, and community development aimed at improving lives and livelihoods across the Ga State and the nation.

He used the opportunity to brief the Ga Traditional Council on an upcoming event designed to honour the Ga King. The programme, slated for August 22, 2026, in Accra, is being organised to celebrate the monarch’s outstanding leadership and commitment to the development of the Ga people and Ghana.

The historic visit also allowed Dr. Osei to formally present a royal invitation to His Royal Majesty for what is expected to become the biggest boxing promotion in Ghana.

Beyond world-class boxing entertainment, Homowo FightFest is projected to create massive opportunities for the youth, with over 100 young people from the Ga community set to gain employment through the event.

Dr. Osei stressed that FightFest is not only about boxing  it is about creating hope, opportunities, and a brighter future for young people through sports and community development initiatives.

He further notified the Ga King that all other departments within the PKO Group are proactively preparing for forthcoming national projects that will generate additional employment opportunities for the youth and yield greater benefits for Ghana.

His Royal Majesty, King Tackie Teiko Tsuru II, warmly welcomed the initiative and expressed heartfelt gratitude to PKO Group for investing in the boxing fraternity and developmental projects that will positively impact many lives across Ghana.

The Ga Mantse further assured the organisation of his support and blessings, emphasising that his palace remains open to partnerships that promote growth, empowerment, and transformation for the people.

Homowo FightFest promises unforgettable boxing action, cultural celebration, entertainment, and community impact all under one roof.

Accra, get ready. Ghana, get ready.
The biggest fight night is coming.

About PKO Group of Companies
PKO Group is a multi-sector organisation dedicated to developing talent, building brands, and creating lasting impact. Led by experienced industry professionals, the group operates across sports, engineering, architecture, global solutions, arts, education, fashion, athlete management, and social initiatives  delivering innovative solutions and measurable results.

The group’s vision is to be a globally respected conglomerate that empowers individuals, communities, and organisations through excellence, innovation, and leadership. Its mission is to create opportunities, elevate standards, and drive sustainable growth across all sectors it serves.

Source By DC Kwame Kwakye

 

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Cape Coast – Ola Maame, founder of The Ola’s Herbal and Spiritual Center (Soul Travel, Ghana), marked her birthday with a visit to the Kakum National Park and the Cape Coast Castle.

The excursion was designed to reconnect her family, clients, and staff to nature, while offering some African Americans in her entourage a chance to reconnect with their ancestral roots.

The tour, which took place on Tuesday, May 19, 2026, began at the iconic Kakum National Park. According to Ola Maame, the park’s lush, pristine forest possesses therapeutic properties that contribute significantly to overall human well-being. “Connecting my team to nature aids spiritual healing,” she explained, underscoring the purpose behind the choice of venue.

At the Cape Coast Castle, Ola Maame said the visit served a dual purpose: to educate her staff on the harrowing experiences of Ghana’s forefathers, and to provide her African American clients with a firsthand understanding of what their ancestors endured. “My clients get to know what actually happened to their Black forebears, and to reconnect with them spiritually,” she stressed.

For some members of her entourage, the experience was both elating and shocking, particularly the scale of cruelty meted out to enslaved Africans by Caucasians. “If not for God and forgiveness,” one person said, “dealing with whites after visiting such places would have been very difficult.”

The team climaxed the birthday celebration with a dinner treat at Kess Kitchen, located at the GBC Radio Central Club House in Cape Coast. The meal featured scrumptious fufu with light soup or palm nut soup, while others enjoyed banku and soup.

A delighted Ola Maame noted that birthdays need not always be celebrated with parties. “Sometimes, such travels apart from their relaxation effect  also contribute to the general healing process of clients,” she revealed.

Members of her entourage wished her well, praying that God would bless her to continue healing more troubled souls who are desperately in need of spiritual renewal.

Source By DC Kwame Kwakye

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On Thursday, 30 April 2026, SEDAT Consult Limited brought together HR practitioners, business leaders, and people management professionals at the Western Serene Atlantic Hotel in Takoradi for the 2nd Takoradi edition of the SEDAT HR Conference.

Anchored on the theme “Authentic Employer Branding: Purpose, People, and Public Trust,” the event brought a powerful convergence of insight, candid dialogue, and practical, actionable strategies.

Through the presentations and discussions, participants examined how some organisations manage their employees compared with how highly respected employer brands do, highlighting the principles and practices that build trust, strengthen culture, and improve workforce engagement.

Hosted by Patricia Abena Kissi (Mrs.), HR Consultant, Certified Trainer, and CEO of SEDAT Consult Ltd, the conference featured a keynote address by Hon. Joseph Nelson, Western Regional Minister, and a special address by Nana Kobina Nketsia V, Omanhen of the Essikado Traditional Area and President of the Western Regional House of Chiefs. Also in attendance were three distinguished speakers whose presentations set the intellectual tone for the day.

Here is a recap of some of the insights from the three featured speakers, who spoke on different aspects of authentic employer branding.

The Culture Capital ROI: Building a Workplace Worthy of Pride

Maame Ekua Gaisey, a culture strategist, people enabler, and Managing Partner of FiveSixFive Limited, wasted no time in reframing the way organisations think about workplace culture.

“Strategy tells you where to go,” she told the room. “Culture capital determines how fast you can get there.” It was a line that drew murmurs of recognition, and rightly so. She defined ‘culture capital’ as the accumulated reserve of trust, shared beliefs, and behavioural alignment that reduces organisational friction.

Her case for investing in culture was economic before it was philosophical. She cited that the cost of global disengagement was $10 trillion in annual lost productivity, and she presented three measurable outcomes produced by high-culture organisations: a 23% increase in profitability; a high retention rate of employees, especially top performers; this could lead to saving up to 200% of the annual salary of a top performer; and an 85% net profit increase over five years. As she put it, culture is not a soft perk, a temporary, superficial, or optional HR initiative; it is infrastructure, a foundational or operating system that governs how work actually gets done, decisions are made, and challenges are handled. She defined ‘high-culture organisations’ as companies whose workplace culture is strong, aligned, and consistently experienced by employees, so their employees understand how they do things in the organisation, trust the organisation, and behave in ways that support shared goals.

Her framework rested on three pillars: psychological safety, which she described as the innovation engine; operational alignment, where values serve as an operating system rather than decoration; and shared legacy, which reflects the long-term impact organisations build with their employees and which they are proud of. She emphasised that employees do not quit shared legacies; they quit jobs or experiences that no longer match them. She challenged leaders to run what she called the ‘mirror test’, which is a culture and psychological check that assesses whether what an organisation claims to value is what employees actually experience day to day, particularly in how employees are treated, coached, and held accountable.

“Culture is what happens when the CEO isn’t in the room. Build a culture that makes you proud even when no one is watching.” – John Collison, Co-founder and President of Stripe

Public Trust and Corporate Reputation: How Consistency, Transparency, and Social Impact Shape Employer Branding

Kwame Ofori Afreh, HR Manager at Tullow Ghana Limited, approached the conference theme from the vantage point of corporate reputation and public trust. He used vivid, real-world cases to leave the audience with no room for vague or comfortable interpretations. Every example sharpened the point and made the stakes unmistakably clear.

He opened with the cautionary tale of BrewDog, the Scottish craft brewery that built a billion-dollar brand on being anti-corporate, promoting less bureaucracy, more autonomous decision-making, and a purpose-driven culture, only to have over 300 former employees publish an open letter in 2021 describing a toxic internal culture. The company, once valued at approximately £2 billion at its peak in 2021, was acquired in March 2025 for just £33 million, with 484 jobs lost and 38 bars closed. The lesson Kwame drew was sharp: the say-do gap is where employer brands fail. The say-do gap refers to the discrepancy between what organisations say they will do and what they actually do.

His session was structured around what he called the trust architecture, which featured three interdependent pillars.

Consistency involves aligning what an organisation communicates externally with what employees experience internally. He cited MTN Ghana’s sustained investment in digital skills as an example of alignment between internal values and public reputation, contributing to its position as a top employer of choice for Ghanaian graduates.

Transparency refers to the deliberate choice to share the reasoning behind decisions, even uncomfortable ones. He pointed to research showing that only 28% of Africans trust their employer’s public statements and argued that many organisations operate at a performative or selective level of transparency. He also referenced Buffer, a remote technology company that publicly shares employee salaries, noting that this approach reduced pay equity concerns and improved hiring efficiency.

Social impact, the third pillar, involves integrating purpose into everyday business operations. He explained that when organisations embed social impact into their strategic goals, they strengthen accountability and credibility while attracting mission-driven talent. He referenced a 2024 Deloitte study indicating that 70% of Gen Z and Millennials would leave a job that does not align with their values.

He illustrated this with Safaricom, whose mobile money platform, M-Pesa, has significantly advanced financial inclusion and supported job creation across Kenya. This has strengthened the company’s reputation and positioned it as a leading employer in the region.

“Your public reputation is not what you tell the market. It is what your employees tell their families at home.” – Jeff Bezos, Founder of Amazon

Building a People-First Workforce: Talent Attraction, Experience, and Retention in a Competitive Market

Felicia Opoku-Folitse, Head of HR and Administration at TAQA, focused on the systems and habits that distinguish organisations that attract and retain talent from those that struggle to do so.

Her session began with three illustrative stories. The first described a candidate who received prompt communication, clear guidance, and a positive recruitment experience, leading to acceptance of an offer. The second highlighted poor onboarding, which resulted in early disengagement and resignation. The third demonstrated the impact of structured development, mentorship, and growth opportunities on employee success and retention.

Through these examples, she showed that candidate experience, onboarding, and development are critical drivers of engagement. Organisations that invest intentionally in these areas create a sense of belonging, loyalty, and long-term commitment.

She emphasised that a people-first strategy must be grounded in respect, trust, inclusion, and empathy, supported by transparent recruitment processes, intentional employee experience design, and development-focused retention strategies.

“A people-first culture is not merely an HR initiative. It is a holistic transformation that requires commitment, consistency, and collaboration across all levels of the organisation.”

A Day Well Spent and More to Come

The SEDAT HR Conference 2026, Takoradi Edition, was undoubtedly a success. The conversations it sparked about culture, trust, leadership, and organisational integrity will continue to influence how organisations operate.

These reflections challenge organisations to examine the alignment between their values and their actions, and to rethink how employer brands are built and sustained.

In the meantime, explore more about SEDAT Consult Limited at www.sedatconsultlimited.com or reach us at (+233) 591 405 555.

By Kelvin Anane, HR Officer, SEDAT Consult Ltd., No. 8 Morendo Street, Behind Kata International Hostel, Nyamekye, Accra

Source By DC Kwame Kwakye 

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Motherhood is a transformative, love-driven journey that transcends biology, acting as both a foundational support system and a complex, evolving identity shaped by personal sacrifice and societal expectations.

In reality, the journey from conception to delivery is a miracle that humbles even the most accomplished woman.

From the formative stages in the womb that evidently bring changes in the body, to the discomfort and stress as a career person, and the pangs of pain until delivery, there is no better example to epitomize the strength of a woman. That strength doesn’t only lie with biological mothers but is ultimately a testament to an inherent strength that every woman who has the ability to nurture, whether by blood, adoption, or mentorship, is a builder of our future.

It is often said that motherhood is a universal journey, but the path looks different for every woman in Ghana today.

While our national statistics tell us that nearly one in five mothers is raising her children solo (a figure that has steadily climbed over the last two decades) aren’t just numbers; they are the quiet, heroic stories of resilience happening in homes from Cape Coast through Accra to the North.

Behind every percentage point is a mother balancing the weight of the world, navigating the joys and the immense pressures of our changing society.

In Ghana’s maternal health, while long-term progress is notable (dropping from 943 to 234 per 100,000 live births since 2000), recent reports of nearly 1,000 childbirth-related deaths ) were recorded) in in 2025, remind us that advocacy and infrastructure for safer delivery remain urgent.

How can a mother carry a child for nine months and be denied access to a cesarean procedure while in labour due to unavailability of beds in the facility ward? What a painful way to die after a 9-month-long journey.

“Ahhh, all two are gone just like that?” Hmmmmm! How will the husband and family sail through this mental torture?

This sad incident perfectly fits for an essay entitled “The day I will never forget.”

It is difficult to comprehend this, especially in this 21st century, where systems have improved when it comes to mother-and-child delivery, but sadly, some mothers die just by satisfying the cultural construct of societal continuity.

The Striking Difference In Motherhood Today

It is important to take note that the “formula” for motherhood, once defined by clear traditional roles within an extended family context, has effectively dissolved, leaving today’s mother to navigate a complex, often individualistic, and lonely landscape of baby care in most modern sovieties.

Modern mothers often strive to recreate the “village” support system in an urbanized world where grandparents are aging or geographically distant, leaving them to balance professional, domestic, and caregiving responsibilities independently. This situation is further complicated by uninvolved fathers who are unwilling to support their spouses, or women in evolving, complex societies where values have been superseded by rights, leading to many women not valuing the presence of men in their lives, which has exacerbated the already precarious nature of single mothers’ lives.

While women have gained more agency in career and family planning, this freedom comes with the “double burden” of needing to excel in the workplace while still being expected to maintain the traditional standard of care at home.

Motherhood is no longer a sequential life stage but a multifaceted identity that includes financial planning, mental health awareness, and the active dismantling of old gender stereotypes like teaching boys to cook and clean, which was once discouraged.

Now, here comes an irony of the shift from the traditional “stay-at-home” model to the rise of the “baby mama” culture and the independent professional mothers,
reflecting a profound change in societal values. This Baby Mama subculture has relegated the traditional value system placed on fathers to the background instead fusing it into our modern evolution to offer women the needed support.

Today’s women are more educated and financially conscious, often viewing marriage as a potential constraint rather than a partnership.
This “new normal” suggests that for many, financial independence and personal liberty now rank higher than traditional domestic stability of the family systems, which unfortunately should not have been the case.

The “baby mama” paradox has become a striking contradiction. “How come women demand fidelity in marriage yet increasingly choose the path of single motherhood with stable men?” This trend, often driven by a desire to avoid the “stress” of cohabitation, raises critical questions:

The Child’s Perspective: While the mother gains freedom, the child often loses the consistent, daily presence of a two-parent household, which can impact their psychological development.

Societal Shift: We are seeing a move away from the “sanctity of marriage” toward “transactional support,” where the focus is on the child’s provision rather than the union of the parents.

Knowledge vs. Wisdom: Modern women are certainly more informed about their rights and options than previous generations, but this “knowing too much” sometimes leads to a hyper-individualism that prioritizes self-preservation over long-term commitment.

Academic studies, such as those analyzing Ghana Demographic and Health Survey (GDHS) trends, show that the proportion of single motherhood has risen from 14.1% in 1993 to 19.5% in 2014, with data suggesting this is often linked to economic vulnerability and early premarital birth.

Again, recent data from the World Population Review (2026) indicates that approximately 8% of households in Ghana are classified as single-parent households.

On fertility dynamics, the total fertility rate currently sits at 3.3, reflecting a shift in family planning and reproductive choices compared to past decades.

What Must Change

Motherhood must be more attractive and sustainable in Ghana. The focus must shift from viewing it as a private burden to recognizing it as a family, societal and above all national asset. Proper motherhood guarantees the continued sustenance of the family unit which ultimately ensures the survival of human specie on earth.

Recent policy developments, such as the 2026 Maternal Mental Health Policy are a great start, but real change requires a “whole-of-society” approach.

We must bridge the gap between policy and daily reality. Our Institutions and Workplaces must continue to support new mothers.
Extending paid leave and mandating flexible hours for nursing mothers will help a great deal to retain talent and reduce the “career vs. motherhood” conflict.

Workplace facilities must be encouraging for women of childbearing age. The establishment of lactation rooms and subsidized daycare centers in corporate and government offices makes it possible for mothers to return to work without sacrificing their child’s needs.

Reviving the once upon a time “village” through policy, will go a long way to encourage first timers and motherhood in general.

For example, the inception of the free primary health care policy, a new approach by the ruling government should include not just medical care but, psychosocial support groups for new mothers, which helps recreate that lost “village” support network.

Again, as seen in recent banking initiatives, integrating financial literacy training into maternal care can help women plan for delivery there by limiting the burden on a rather responsible mother to plan for the costs of delivery and early childhood, reducing the stress that often leads to burnout.

In all of this, it is worth noting the cultural and family shifts and the shared responsibility that comes with motherhood needs much to be desired. Families must actively encourage men to be equal partners in domestic chores and childcare, while women must value men and do everything necessary to encourage them to stay. As the saying goes, “a man who can care for himself can care for his family and his nation.”

The meagre women representation in parliament with support from their male counterparts who understand the woes and sacrifices women go through to bring another life, must join hands to push for more amendments on laws that do not entirely favour women and also push for new laws that support safe motherhood.

Above all, destigmatization must be encouraged. Community leaders and media houses play a crucial role in shifting the narrative from “victimhood” to “resilience,” ensuring that single mothers and all mothers feel supported rather than judged.

As the world celebrates mothers, we remember notable women and celebrate them as our pillars. We must visit and honour those who define grace, inspite of the every challenge by not looking back, but rather choose to stay beautiful.

The likes of Her Excellency the Vice President of the Republic, Professor Jane Naana Opoku Agyemang, Dr. Joyce Aryee, whose leadership and motherly influence have shaped generations, and Mrs. Rebecca Akufo-Addo, for her consistent advocacy for maternal and child health and the incredible mothers all over the world.

We also honour the “hidden” mothers; the men stepping into nurturing roles despite societal stigma and proving that motherhood is a spirit of care, not just a biological state.

Happy Mother’s Day to all biological mothers, foster mothers, stepmothers, grandmothers, single mothers and Godmothers.

Ref: https://www.myjoyonline.com/central-regional-health-directorate-probes-maternal-death-at-kasoa-mother-and-child-hospital/?

By : Dorinda Armstrong Mensah (Nana Ama Egyirba)
(The writer is an award-winning media professional, broadcaster, a communications strategist with two decades of experience in media and a Tourism and Development Ambassador for Cape Coast. She holds postgraduate degrees in Communication Studies, and Communication and International Marketing, with a background in Business Administration and Marketing. . She is also a passionate advocate for girl-child and women’s empowerment, using media as a tool for social impact).

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Prominent Ghanaian media personality Blessed Godsbrain “Captain Smart” Smart has blamed the region’s traditional authority for the lack of development in the Central Region.

Captain Smart, who is a native of the region, argued that disunity and a lack of collective effort by the Central Regional House of Chiefs have weakened their voice in demanding development. He particularly criticised the traditional leaders for failing to unite in pressuring political leaders to deliver results  a failure he says is exemplified by the non-operational status of the Komenda Sugar Factory.

Speaking on GBC Radio Central’s Wɔnfrɛ Yie show on Saturday, April 9, 2026, Captain Smart challenged paramountcies to come together and fight for common causes.

“How is the Komenda Sugar Factory still dysfunctional, yet the traditional authority sits unconcerned?” he quizzed. “If the Regional House of Chiefs organised a protest to demand the factory be made operational, I bet the government would get it done.”

On the region’s future development trajectory, Captain Smart urged traditional leaders to drive the process themselves rather than leave everything to politicians. He argued that politicians act primarily in their own political interest, not the common good.

“If a project would benefit the masses rather than the politician, there is a high probability such a project will never see the light of day,” he said. “This is where traditional authority is needed  to push development that truly benefits the people, not just politicians.”

In his concluding remarks, the media personality stressed that his comments were not an insult or attack on any particular chief, but a rallying call. He urged paramount chiefs to pursue collective action for the welfare of the region and abandon the disjointed, individualistic approaches that have yielded no results over the years.

Source DC Kwame Kwakye

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Waalca – Hennessy

“Hennessy” is more than just a song; it’s a whole mood. In this track, Waalca taps into a relaxed Afro-fusion sound, blending smooth melodies with a catchy rhythm that instantly pulls you in. The title itself, inspired by the popular drink Hennessy, sets the tone for a vibe centred around enjoyment, late-night feelings, and emotional expression.

Waalca – Hennessy

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Waalca – Rothmans & Weed (Prod. By N. Jay)

“Rothmans & Weed” is one of those tracks that immediately sets a mood – raw, reflective, and unapologetically street. Waalca leans into a gritty, real-life narrative, using the symbolism of Rothmans (cigarettes) and weed to paint a picture of stress, survival, and escape.

Waalca – Rothmans & Weed (Prod. By N. Jay)

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Every Easter season, the vibrant coastal city of Sekondi comes alive with one of Ghana’s most unique and spiritually uplifting festivals, Sekondi Yesu Asor Festival.

In 2026, this iconic celebration promises an unforgettable blend of religious devotion, cultural expression, music, health awareness, and community bonding.

From solemn processions to energetic beach jams, Sekondi Yesu Asor 2026 is more than just an event.

It’s an experience that unites people from all walks of life under the spirit of Easter.

This year’s lineup is carefully curated to deliver a balance of faith-based activities, entertainment, and social engagement. Whether you’re a visitor or a local, there’s something for everyone.

SEKONDI YESU ASOR 2026 PROGRAM

LINEUP

THURSDAY
Date: 2nd April,2026
Activity: Akwaaba Nite

GOOD FRIDAY (RED FRIDAY)
Date: 3rd April,2026
Time: 10:00 am
Activity: Inter-Community Small Poles Gala
Venue: Pito Park.

Time: 2:00 pm
Activity: Red Friday Judas Stoning Vigil Procession
Venue: Independence Circle (Enamase Roundabout)

EASTER SATURDAY
Date: 4th April,2026
Time: 5:30 am
Activity: Health Screening
Venue: Komfoase

Time: 12:00 pm
Activity: Masquerade Parade

Time: 7:00 pm
Activity: Sekondi Yesu Asor Musical Concert. Lasmid Live in Sekondi.
Venue: Kwamina Anaesi Street (Ahantaman Bank Road)

EASTER SUNDAY
Date: 5th April,2026
Time: 3:00 am
Activity: All White Yesu Asor Vigil Procession.
Starting Point: Komfoase

Time: 9:00 am
Activity: Thanksgiving Service

Time: 4:00pm
Activity: Family Day Out

EASTER MONDAY
Date: Mon. 5th April,2025
Time: 10:00 am
Activity: Easter Beach Jams
Venue: Essel Beach – Sekondi

For More Information: 0243133293 / 0505380609

#VisitSekondi #SekondiYesuAsorFestival2026