Gendered patterns of higher education in Turkey: Advances and challenges

Occupational Gender Segregation in Turkey: The Vertical and Horizontal Dimensions

“…For example, the large proportion of women in the higher education sector in Turkey has been attributed to gender stereotypes and the sex-typing of teaching-oriented academic jobs as safe and suitable career choices for women. In parallel, women have been under-represented in higher-ranked positions in the academic hierarchy (Özbilgin and Healy 2004;Sağlamer et al 2018). Career breaks due to pregnancy and motherhood, family obligations, and the associated difficulties in managing work-life balance were the main obstacles preventing women's career advancement in the sector (Sağlamer et al 2018).…”

“…In parallel, women have been under-represented in higher-ranked positions in the academic hierarchy (Özbilgin and Healy 2004;Sağlamer et al 2018). Career breaks due to pregnancy and motherhood, family obligations, and the associated difficulties in managing work-life balance were the main obstacles preventing women's career advancement in the sector (Sağlamer et al 2018). Such impediments and women's slim representation in managerial positions were also noted in the banking sector (Günlük-Senesen and Özar 2001; Özbilgin and Woodward 2004).…”

Women's Representation in Management Boards of State Universities in Turkey | Türkiye’de Devlet Üniversitelerinin Yönetim Kurullarında Kadın Temsili

“…Analiz edilen metinden sayısal ölçümler ve yüzdesel dağılımlar gibi çeşitli analizler yapılmaktadır (Lober vd., 1977, s. 59;Hackston ve Milne, 1996, s. 84). Krippendorf (2004, s. 18-19) (Acar, 1998;Adak ve Cömertler, 2005;Adak, 2018;Tuncer, 2019, Utma, 2019. Yükseköğretim sistemindeki cinsiyet eşitsizliği ancak kültürel ve yapısal engellerin ortadan kaldırılması, kadınların yöneticiliğe atanmasında destekleyici mekanizmaların getirilmesi (Özkanlı, 2010: 14) ve özellikle idari görevlerde cinsiyet eşitliğini sağlayacak politikaların geliştirilmesiyle aşılabilir.…”

“…The representation of women in decision-making positions in university management is very low. This situation shows that sexist approaches, horizontal and vertical separation, and the glass ceiling metaphor for women in academia continue and this situation is deepened especially in managerial positions (Acar, 1998;Adak and Cömertler, 2005;Adak, 2018;Tuncer, 2019, Utma, 2019. Gender inequality in the higher education system can only be overcome by removing cultural and structural barriers, introducing supporting mechanisms in the appointment of women to management positions (Özkanlı, 2010: 14), and by developing policies to ensure gender equality, especially in managerial tasks.…”

“…yoğunlaşması ve öğretim üyeleri kadrolarındaki düşük temsilleri sızdıran boru (leaky pipeline) metaforuyla açıklanmaktadır(Kulis vd. 2002;Adak, 2018; Sağlamer vd. 2018).Özkiraz ve Arslanel, 2011, s. 2).…”