Many members of the caucus are asking why they should continue to endure what they feel is unfair treatment, especially now that their own party—into which they invested time, loyalty, and resources—is in power.
One of the central concerns raised relates to Natasha Gertrude Anoah Adu-Gyamfi. According to several caucus members, she was perceived as unsupportive of them during the previous administration. Some staff recall feeling uncomfortable engaging with her due to what they describe as a strict or intimidating management style. They believe this contributed to strained internal relationships and challenges within their working environment.
Today, however, caucus members say she appears to have gained greater visibility and influence. She has reportedly been promoted to Head of Sales in the Treasury Department, a development that some caucus members find surprising given their past experiences with her. They also express concern that certain staff transfers within the International Banking Department seem to align with decisions attributed to her office. Whether these transfers are routine or strategic, they have heightened the sense of insecurity among caucus members who hoped for a fresh start under the new administration.
There are also frustrations regarding international travel and training opportunities. Some staff allege that trip allocations occasionally shift between departments in ways they do not fully understand. These perceptions—whether accurate or not—have contributed to the feeling that caucus members are on uncertain footing despite their party leading the government.
Another name frequently mentioned in caucus discussions is Ernestina Kutin. Some members recall challenges in their working relationship with her during the previous regime and had hoped for changes following the transition of political power. Instead, she has now been promoted to General Manager in charge of HR, and caucus members say they are uneasy about certain staff movements they attribute to her department. They feel that individuals believed to be aligned with the caucus experience more scrutiny than others, creating the impression of internal targeting.
Attempts by caucus members to raise these concerns with management have not yielded the reassurance they expected. When issues were presented to the Managing Director, they report being told that he does not want political matters brought into the bank—an understandable stance in a professional institution, yet one that the caucus feels does not fully address their concerns about workplace fairness and stability.
To the caucus, the larger question remains: If political affiliation played a role in leadership appointments, why are loyal party members feeling marginalized now that their party leads the government? With a year already gone and little relief from their frustrations, they fear unresolved tensions could affect morale and unity.
As 2028 approaches, the caucus is appealing to party leadership and authorities at the Jubilee House to step in, mediate, and ensure that all staff—regardless of political history—feel protected, valued, and fairly treated in their workplace.
In another development, the situation at NIB has become a growing concern for many staff who identify with the NDC caucus. Since the appointment of the new Managing Director and Deputy Managing Director, the overall management structure appears largely unchanged. Several individuals who served under the previous administration have remained in their positions, and in some cases, they have even been elevated. This has created a perception among NDC-aligned staff that opportunities may not be fairly distributed.
According to some staff, movements within the bank have mostly amounted to internal reshuffles rather than structural change. Managers associated with the previous administration have, in many instances, simply been transferred from one department to another while retaining leadership roles. Meanwhile, caucus members feel that they have not benefited in terms of upward mobility.
Concerns have also been raised about professional development opportunities. Some staff from the previous leadership period are reportedly receiving sponsorship to pursue Chartered Institute of Bankers (CIB) certification, while NDC-affiliated colleagues say they have not been given similar support. This has contributed to a sense of unequal access to capacity-building programs.
Currently, many caucus members observe that they occupy lower positions on the organizational hierarchy. They point out that during the previous administration, certain staff members were promoted rapidly—sometimes rising several ranks within short periods. By contrast, NDC-affiliated staff report that they did not receive comparable advancement opportunities over the same period. What they find troubling is that even under an NDC government, they remain at the lower end of the structure, despite their expectations of a more balanced system.
These developments, whether rooted in perception or reality, carry serious implications for the morale and commitment of party supporters working within the bank. Caucus members fear that the current situation, if unaddressed, could affect the party’s long-term grassroots confidence, internal cohesion, and overall performance as the next electoral cycle approaches.