Gender Equality in the Workplace Survey 2022
At PwC Turkey, we aspire to contribute to growing diversity, inclusion and gender equality in line with our vision to build trust and solve important problems. We hope that this survey report, prepared in line with the PwC Diversity and Inclusion model, provides an interesting read.
In cooperation with PERYÖN, on 8 March, International Women’s Day, we are publishing the results for the survey we conducted on February 2022 on diversity and inclusion in terms of gender equality. In the scope of the Gender Equality article in the UN’s Global Goals for Sustainable Development commitments, it is of the utmost importance that all institutions adopt diversity, inclusion and gender equality as main strategies and targets. Although considerable progress has been made, statistically the world and Turkey have a long way to go. At PwC Turkey, we aspire to contribute to growing diversity, inclusion and gender equality in line with our vision to build trust and solve important problems. We hope that the results of the survey, prepared in line with the PwC Diversity and Inclusion model, provides an interesting read.
Click here to access the reportGender Equality in the Workplace of Today
We examine diversity and inclusion, taking a holistic perspective in five dimensions starting with strategy and vision and moving on to culture, measurement and reporting, and our survey has been designed to understand the participant perspective along these dimensions.
Diversity and Inclusion Maturity Model: 5 Dimensional Approach
Does the organization consider diversity and inclusion in workforce planning in the scope of mid- and long-term strategy?
Highlights
- Participants believe that while gender equality is accepted to be a strategic element, leaders do not support it adequately.
- 34% of local family business employee participants think that their leaders have not accepted gender equality.
Does the HR department of the organization uphold diversity and inclusion in its processes and policies (recruitment, remuneration, flexible work, performance, learning and development, career management, resignation, physical work environment)?
Highlights
- In terms of general HR processes, 65% of female participants agree that the processes are fair/equal, while 85% of men agree. The average data suggests that male participants think the processes are more fair than women do.
- Participants say they have been targeted most by unconscious bias related to “career”, “remuneration management” and “recruitment.”
- The participants shared that they have been targeted by bias and discrimination in terms of “remuneration, benefits and promotion”, “recruitment and interviews”, “performance”, “culture and behavior”, “parenthood leave”, “physical conditions” and “manager attitude”.
- While 32% of women don’t agree that the physical work environment of their company meets needs such as lactation rooms or locker rooms, 10% of men share this belief.
How well do the values reflected in the corporate culture align with diversity and inclusion?
Highlights
- Women feel they aren’t being taken seriously because of their gender more than men.
- Women feel they can’t express their opinions freely because of their gender more than men.
Does the Company care about the employees’ opinions and are there studies using open communicati0n to understand these opinions?
Highlights
- Awareness training aiming to advance gender equality are provided to management, rather than employees.
- Two areas of development are organizing activities to collect feedback/suggestions/opinions about gender equality and collecting employee opinions more effectively.
- While employees of international organizations are asked for their opinions via feedback/suggestions/surveys, this is less common in local institutions and local family businesses.
Are diversity and inclusion and key performance indicators defined and measured on the scorecard?
- 45% of participants say key performance indicators with gender breakdowns are shared with all employees.
- 55% of HR professionals say key performance indicators for gender equality are defined.
- International institutions take first place in defining key performance indicators for gender equality with 28% having done so, followed by local institutions and local family businesses in second and third places, respectively.
- It is estimated that women employees make up 40% of the company as a whole, while the number of women in senior management is estimated to be 10% or less.
Highlights
Gender Equality in the Workplace of the Future
The objective of the survey is to get a feel for employee awareness of diversity and inclusion in terms of gender equality in today’s workplace as well as to evaluate the perception of gender equality in the changing work culture.
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