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Gender Diversity In Turkey

860 Words4 Pages

Badal (2014) Gender diversity is vital to any workplace. Not just because it's a commendable goal; it simply makes bottom-line business sense. Badal mentioned that hiring a demographically diverse workforce can improve a company's financial performance. Langbein and Stazyk (2011) mentioned that by managing diversity well an organization will attain satisfied, performance capable employees who are able to produce and perform gains for their organization.
A recent study of gender diversity in the hospitality industry of Turkey (Pinar, McCuddy, Birkan, Kozak, 2009) showed that Turkish Hospitality Industry is dominated by men, thus gender effect favors men. More than half of the middle management and upper management favors men. Also, the Food …show more content…

In (“Philippine Statistics Authority,”2014) reports that in the Philippines, the Functional Literacy rate aged from 10-64 years old is 88.7 for women and compared to men which is 84.2 therefore, there is higher functional literacy rate of women than of men. Moreover, there is women are more numbers of women who are educated than men based on the report.
The (“National Statistics Office, 2012) reported by Gender and Development Committee (GCOM) shows that in 2009, the percent distribution by gender workers in hotel and restaurants is 56.7 male and 43.3 female.
Republic Act No. 9710 (2009) also known as Magna Carta of Women promotes empowerment of women meaning there is an equal opportunities and privileges for both men and women. Non-discrimination in employment including benefits, pay increase, awards, based on their competency and quality of …show more content…

6725 (1989) is an act that strengthens the prohibition on discrimination against women with respect to terms and conditions of employment, improving for the purpose of Article 135 of the Labor Code by attaching criminal liability for willful commission of unlawful acts of discrimination. This includes: (a) payment of a lesser compensation to a female employee as against a male employee, for work of equal value; and (b) favoring a male employee over a female employee with respect to promotion, training opportunities, study and scholarship grants solely on account of their sexes. Also, Article 136 (Stipulation Against Marriage) declares as unlawful to require as a condition of employment or continuation of employment that a woman employee shall not get married, to dismiss or to prejudice a female employee who contracts marriage. Moreover, Article 137 (Prohibited Acts) makes it unlawful to deny or to discharge any woman employee for the purpose of preventing her from enjoying the benefits provided for in the

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