In our previous post, we discussed what the gender pay gap is and why it exists. Now, let’s take a closer look at the global and Turkish landscape regarding this issue and explore potential solutions.
How serious is the gender pay gap on a global scale and in Turkey? What steps should be taken to address this issue?
Globally, according to the World Economic Forum’s 2024 Global Gender Gap Report, women make up 42% of the workforce but are only represented in senior leadership positions at a rate of 31.7%. The economic participation and opportunity score globally stands at approximately 66.7%, indicating improvements but also ongoing disparities in workforce representation and earnings.
In Turkey, women generally earn 31% less than men. This disparity is particularly pronounced in certain job types: men working on daily wages earn 85.8% more than their female counterparts, and self-employed men earn 77.3% more than self-employed women. In sectors like construction and manufacturing, where traditional gender roles and labour market dynamics are influential, the pay gap is even more significant. In these male-dominated sectors, women are underrepresented and earn considerably less.
When examining age groups, young women in Turkey face a growing pay gap as they age. This trend is mirrored globally, where women find it more challenging to reach senior leadership positions. In sectors like technology and finance, both globally and in Turkey, women with similar education and experience levels are underrepresented in higher-paying positions. This can be attributed to the “glass ceiling” effect.
The glass ceiling effect: This term refers to the invisible barriers that prevent women and minorities from advancing to higher-level positions in their careers. It represents the unseen obstacles that limit their career progression.
Closing the gender pay gap requires targeted efforts across various sectors and age groups. Promoting equal pay policies, increasing female representation in leadership, and supporting women in male-dominated sectors in Turkey are crucial steps. Implementing such equitable practices in workplaces will benefit both organisations and society as a whole.
Another important aspect of closing the gender pay gap is to normalise discussing salaries. This needs to shift from being a cultural taboo to a normal practice. Employees should be encouraged to share information about their salaries and benefits with each other. Although challenging, knowing what our colleagues earn is essential for demanding equal pay. This should not just be the responsibility of individuals. Companies also must take action and regularly conduct internal audits to check for salary discrepancies between male and female employees.
In conclusion, tackling the gender pay gap is critical for achieving workforce equality and overall societal well-being, both in Turkey and globally.
Have you encountered the gender pay gap in your career? What are your thoughts on this issue? Please share with us in the comments.
Sources: World Economic Forum, DİSK-AR, US Bureau of Labor Statistics, OECD Economic Department Working Papers, and United Nations Development Programme Reports
