Interpreter Trainers Ghana (ITG) recently conducted a rapid needs-assessment survey to better understand the professional landscape for Ghanaian Sign Language (GhSL) interpreters. The study engaged 12 interpreters from diverse regions and settings, offering an essential snapshot of current strengths, challenges, and development priorities within the field.
Building Competence and Confidence
Respondents demonstrated strong confidence in their command of GhSL vocabulary and grammar, as well as in translating between text and sign. However, confidence varied when interpreting from sign to spoken language, and in areas such as classroom interpreting techniques and working with Deaf learners who have additional needs. These findings signal the importance of targeted training to strengthen interpreters’ voicing and pedagogical competencies.
Professional Challenges and Barriers
Across the regions, interpreters cited three main challenges:
- Limited access to continuous professional training
- Low recognition of the profession
- Inadequate pay and working conditions
Additional obstacles included heavy workloads, limited teaching resources, and barriers to effective collaboration with other professionals. Almost all the respondents called for legal recognition and the establishment of a regulatory body to formalise standards and support advocacy.
Training Priorities and Preferred Learning Modes
When asked about training interests, participants highlighted a strong demand for:
- Advanced GhSL and specialised interpreting domains (legal, medical, and academic)
- DeafBlind communication
- Inclusive classroom strategies and technology in interpreting
- Deaf culture, identity, and advocacy
Most interpreters preferred blended and face-to-face training formats, reflecting the value of practical engagement and mentorship alongside online learning.
What Interpreters Want from ITG
The top requests from respondents were clear:
- Regular workshops and refresher trainings
- Mentorship and peer-support networks
- Access to online learning resources
- Structured practical experience and standardised curricula
- Research and advocacy initiatives to raise professional visibility and influence policy
Interpreters also proposed developing a national interpreter directory and short-code system to improve access and coordination for Deaf service users.
ITG’s Strategic Response
Based on these findings, ITG will pursue several strategic actions to strengthen the profession:
- Develop a National CPD Framework – A structured 12–18 month professional development program including modules on advanced GhSL, voicing, classroom interpreting, Deaf culture, and assistive technology.
- Establish Supervision and Mentorship Structures – Pairing early-career interpreters with senior practitioners for guided growth and reflection.
- Advance Policy and Advocacy – Partnering with Deaf organisations and government agencies to promote professional recognition and fair working standards.
- Improve Access and Coordination – Creating an interpreter directory and booking protocol co-designed with the Deaf community.
- Sustain Blended Learning Opportunities – Combining in-person workshops with digital micro-courses and quarterly virtual refreshers.
Looking Ahead
The survey confirms that Ghana’s interpreting workforce possesses a strong foundation in language and ethics, but faces structural challenges that require systemic solutions. ITG’s commitment to capacity building, mentorship, and policy advocacy aims to ensure that interpreters can continue to uphold the linguistic and cultural rights of the Deaf community.
Through continued research and collaboration, ITG seeks to position Ghana as a leader in context-based interpreter training and professional development across Africa.
