Assessing Gender Equality Performance in the Istanbul Labor Market

Abstract

OBJECTIVES: The study aims to analyze the Istanbul labor market from a gender equality perspective and to provide relevant recommendations. METHODS: To achieve results, this research has applied a systematic approach. Prisma Guidelines are followed to report the research findings. This paper selected 13 studies that are relevant to the research questions. Critical Appraisal Skills Program (CASP) was also employed in this research. RESULTS: The research systematized the factors that determine gender inequality in the Istanbul labor market, including religious aspects and cultural pattern, access to education for women, differentiation in educational levels, lack of work-life balance, and lack of necessary professional skills in women. It was shown that historically, the gender income gap was mostly explained by differences in education and occupational choice. The conducted research forms the range of issues of individual motivational professional preferences of women’s employment while maintaining a stable trend of maximally reducing gender segregation to a conditional threshold level of gender professional preferences. CONCLUSIONS: This paper would serve policymakers in Turkey in identifying the potential gender gaps and their underlying causes in the labor market and help in formulating laws and policies that can enhance gender equality in the Istanbul labor market. NOVELTY/ORIGINALITY: The paper provided a novel approach to a comprehensive understanding of gender equality in the Istanbul labor market. This study is the first research that has employed a systematic research approach along with the integration of PRISMA guidelines and CASP for investigating gender equality in the Istanbul labor market. Keywords: career development, gender equality, labor market, wage gap.

Sustainable Human Capital Management, ESG, and Firm Performance: Moderating Role of ESG Disclosure

“…Diversity and inclusion across dimensions like gender, ethnicity, age, and seniority levels is another critical component of sustainable human capital management. Research links gender-balanced leadership with superior financial results, risk management, and resilience [46,47]. Diversity in age, culture, and roles is also associated with up to 83% higher innovation, according to global executive surveys.…”