“MORE AND BETTER JOBS FOR WOMEN: WOMEN'S EMPOWERMENT THROUGH DECENT WORK IN TURKEY” PROJECT

ANALYSIS OF ANKARA LABOUR MARKET FROM A GENDER EQUALITY PERSPECTIVE

EMEL MEMİŞ MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 2 Printed inTurkey For more information, visitourwebsite: www.ilo.org/publns orcontact [email protected] digital distribution platforms, or ordered [email protected]. ILO publications and digital productscanbe obtained throughmajorbooksellers and particular firm,commercialproductorprocessisnot asignofdisapproval. their endorsementbytheInternational LabourOffice, andanyfailure to mentiona Reference tonamesoffirmsandcommercialproducts andprocessesdoesnotimply dorsement bytheInternational LabourOfficeoftheopinionsexpressed inthem. butions rests solely withtheirauthors, andpublication doesnot constitute anen- The responsibilityforopinionsexpressedinsignedarticles, studiesandothercontri- cerning thedelimitation ofitsfrontiers. cerning thelegalstatus ofany country, areaorterritoryofitsauthorities, orcon- sion ofanyopinionwhatsoever onthepartofInternational Labour Officecon- Nations practice, and the presentation of material therein do not imply the expres- The designations employed inILOpublications, whichareinconformitywithUnited 13.01.1 ity /employmentopportunityregionallevel /Turkey labour market analysis/demographicaspecteconomicimplication /genderequal- International LabourOrganization; ILOOfficeforTurkey ISBN: 978-92-2-030802-8(web pdf) ISBN: 978-92-2-030801-1(print) ILO, 2016 Emel Memiş;International LabourOrganization, ILOOfficefor Turkey. -Ankara: better jobs for women: women’s empowerment through decent work in Turkey / Analysis ofAnkaralabourmarket fromagenderequalityperspective :moreand Memiş, Emel Visit www.ifrro.org tofindthereproduction rightsorganization inyour country. tion maymake copiesinaccordancewiththelicencesissuedtothemforthispurpose. Libraries, institutionsandotherusersregisteredwithareproduction rightsorganiza tions. or byemail:[email protected] (Rights and Licensing), International Labour Office, CH-1211 Geneva 22, Switzerland, rights of reproduction or translation, application should be made to ILO Publications reproduced without authorization, on condition that the source is indicated. For the Universal Copyright Convention. Nevertheless, shortexcerptsfromthemmaybe Publications of theInternational Labour Office enjoy copyright under Protocol 2 of First published 2016 Copyright ©International LabourOrganization 2016 . TheInternational LabourOfficewelcomes suchapplica- ILO CataloguinginPublicationData - . 2.. Table 12 –Unemploymentrate bylevel ofeducation (%)...... Table 11–Unemployment rate by agegroup(%)...... Table 10–Number of unemployed personsbyagegroup(thousands).... sector (age15andover) ...... Table 9–Employees byregistration withsocial securitysystemand Table 8–Employmentbylevel ofeducation andsector...... Table 7–Employmentbystatus at work (age15andover) ...... Table 6–Employmentbysector(age15andover )...... (thousands) ...... Table 5–Population outsidelabourforcebyeducation andagegroup Table 4–Labourforceparticipation rate bylevel ofeducation (%)...... Table 3–Labourforceparticipation rate byagegroup(%)...... aged 15andover) ...... Table 2–Labourforcebylevel ofeducation andagegroup(thousands, Table 1–Labourforcestatistics (thousands)*...... TABLES 1.. Introduction ...... CONTENTS Bibliography ...... Conclusions andProposals...... 3.. 2.1.. Basic CharacteristicsoftheLabourMarketinAnkaraProvince...... Ankara Province...... Basic Socio-demographicandEconomicCharacteristicsof 3.3.. 2.2.. 3.4.. 2.3..Unemployment 3.1.. İŞKUR AnalysisofTurkishLabourMarket-AnkaraProvince, 2014... 3.2.. Employment isExpectedtoIncreaseandDecrease...... Vacant Positions ...... Labour Force indicators ...... Vacant Positions that areHardtoFill ...... Employment Situation inAnkaraProvince ...... Future TrendsinEmployment/Occupations inwhich Vacant Positions ...... Level ofEducation andQualifications Requiredfor ......

19 18 18 17 17 16 15 14 12 12 11 10 52 49 46 37 42 15 21 18 29 9 8 7 9

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 3 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 4 (potential occupations) ...... Table 34–Reasons behind difficultiesinfillingpositions (potential occupations) ...... Table 33–Reasonsbehinddifficultiesinfillingpositions (all occupations) ...... Table 32–Reasonsbehinddifficultiesinfillingpositions Table 31–Rankingofsectorsbyratio ofpositionsthat arehardtofill... Table 30–Positions that arehardtofillbyoccupational group...... occupations withthegreatest potentialforwomen (%)...... Table 29–Methodsoffillingvacantpositions ineachofthe20 with thegreatest potentialforwomen (%)...... Table 28–Methodsoffillingvacantpositions inthe20occupations Table 27–Methodsforfillingvacantpositions (%)...... level ofeducation (%)...... Table 26–Qualifications andskillsrequired forvacantpositionsby Table 25–Qualifications andskillsrequired forvacantpositions(%) Table 24–Levels ofeducation requiredforvacant positions(%)...... positions forwomen bygender...... Table 23–20occupations withthehighest potentialvacant workers bygender...... Table 22–20occupations withthehighest numbers ofwoman positions bygender...... Table 21–20occupations withthehighestnumber ofvacant occupational group...... Table 20–Distribution ofvacantpositionsbygenderandmain Table 19–Distribution ofvacantpositionsbysectorandgender gender (2014)...... Table 18–Occupations withthehighestnumbers ofemployees by occupational groups...... Table 17–Distribution ofmaleandfemaleemploymentbymain with thehighest number ofvacantpositionsbygender preference Table 36–Netexpected changeinemploymenttheoccupations Table 35–Expected changeinemploymentbymainoccupational group ... Table 16–Genderdistribution ofworking peoplebysector(%) Table 15–Distribution ofmaleandfemaleemploymentbysector(2014)... Table 14–Lengthofjobsearchbyagegroup(%)...... Table 13–Unemployed personsbyduration ofunemployment......

......

.... 39 46 44 44 43 43 42 41 41 40 38 36 35 32 30 29 28 26 26 48 20 20 47 22 Figure 14–Reasonsbehinddifficultiesinfillingpositions...... gender preference...... Figure 13–Qualifications andskillsrequiredforvacantpositionsby positions bylevel ofeducation requiredandgenderpreference...... Figure 12–20occupations withthehighestnumbers ofvacant positions bygender...... Figure 11–20occupations withthehighestnumber ofvacant Figure 10–Genderpreferencebyoccupational group(2014)...... Figure 9b–Working peoplebymainoccupational groups(2014)...... Figure 9a–Working peoplebymainoccupational groups(2014)...... Figure 8–Employees bysector(2014)...... Figure 7b–Employees bysector(2014). Figure 7a–Employees bysector(2014). Figure 6–Unemployment rate bylevel ofeducation (2013)...... Figure 5b–Unemployment rate byagegroup(2013)...... Figure 5a–Unemployment rate byagegroup(2010)...... Figure 4–Employmentby sector(2013). Figure 3–Labourforceparticipation rate bylevel ofeducation (%)(2013)... Figure 2–Labourforceparticipation rate bylevel ofeducation (%)(2010). Figure 1–Labourforceparticipation rate byagegroup(%)(2013)...... FIGURES ...... 45 39 38 33 31 27 27 25 24 23 15 20 19 19 12 13 13

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 5 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 6 all stakeholders. We wish that thisstudywould beusefulforpolicymakers, researchersand positions that alsoofferdecentjobs. der-sensitive perspectives toensureplacement of morewomen invacant training and jobplacement services through evidence-based and gen- tions intendstohelpİŞKURincreasetheeffectiveness ofitsvocational sive analysisoftheresponsesthat were given byemployers tothoseques- preferences withrespecttotheirvacantpositionsornot.Thecomprehen- labour demandaswell asexploringwhetheremployers have gender-based naire withaviewtounderstandingthegenderstructureofemploymentand tegrated totheİŞKUR’s20141stPeriod LabourMarket Survey question- Bursa, İstanbul andKonya.For thispurpose, additional questionswere in- evıdence-based policyoptionsintheprojectpilotprovinces ofAnkara, equality perspective andtohelpİŞKURotherstakeholders develop data tocarryoutrobust provincial labourmarket analysesfromagender Agency (SiDA). Oneoftheobjectives oftheprojectistocollectandanalyze financial supportbySwedish International Development Cooperation implemented bytheILOandTurkish EmploymentAgency(İŞKUR)with women: Women’s empowerment throughDecentWork inTurkey”, whichis This studyhasbeenconductedasapartofthe“Moreandbetterjobsfor FOREWORD ILO OfficeforTurkey findings. the concludingsection,policyproposalsarepresentedonbasisofthese factors that may constitute obstacles to increased employment of women. In given forthedifficulty, and policysuggestionsaremadeforeliminating the ployment fromotheroccupations areidentifiedbyexaminingthereasons occupations whichcanplayanimportantroleinincreasingwomen’s em- report difficultyinfillingposts, thecharacteristicsthat distinguishthose potential forwomen. With respecttothoseoccuptionsinwhichemployers and opportunities in those occupations which have the most employment ments abouttheexistingemploymentconditions, working environment higher employment.Bythismethod,itispossible tomake someassess- which employers report difficultiesinfillingpostsandexpectations of to thequestionaboutvacantpositionsarematched withtheoccupations in basis of hypothetical scenarios. Theoccupations identified from responses potential forimprovement inwomen’s employment are identifiedonthe tions potentiallyavailable towomen. Theoccupations withthehighest quire forjobsintheoccupations withthehighestnumbers ofvacantposi- es ofemployers andthequalifications andcharacteristicswhichtheyre- 2014. Inthiscontext,anattempt hasbeenmadetodeterminethepreferenc- Demand Survey conductedbytheTurkish EmploymentAgency(İŞKUR)in ences areinvestigated makinguseofdata fromtheAnkaraLabourMarket men’s. Inthethirdsection,demand-sidereasonsforthesegenderdiffer- to show how andwhywomen’s experiencesofthelabourmarket differfrom labour forceparticipation andemploymentprofileoftheprovince inorder the province fromagenderequalityperspective. Thissectionexaminesthe characteristics ofAnkara.Thesecondsectionassessesthelabourmarket in The firstsectionofthestudypresentssocio-demographicandeconomic INTRODUCTION

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 7 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 8 Development RankingofProvinces 5.3% ofimports. Ankaratakes secondplaceintheSocio-Economic lion. Theprovince thusaccountedfor4.4%oftotalnational exportsand manufacturing sector. Total importsinthesameyear were USD10,691mil- amounted toUSD7,979million,86.5%ofwhichwascarriedoutbythe The regionshows great potential for foreigntrade. Total exportsin2013 the shareofservicesisabove thenational average of63.5%. the province is quite small compared to the national average of 9.0%, but turing isclosetothenational average of27.5%,theshareagriculturein facturing for25.7%andagriculture2.8%.Whiletheshareofmanufac - In thesameyear, servicesaccountedfor71.5%ofgrossvalueadded, manu- culated to be USD12,269, which is above the national average of USD9,244. importance. In2011,percapitagross value added intheprovince wascal- The constructionandservicessectorsarealsoofconsiderable economic Public services and education are the most prominent sectors in Ankara. 2 1 rate of76.55%,placingAnkara13 level, thenetschoolingrate was88.83%.Thiswell above thenational ry schoollevel, whichiswell above thenational rate. Atthehighschool In the2013-14schoolyear, thenetschooling rate was99.76%at theprima- Illiterate peoplemadeup4%ofwomen and0.7%ofmeninAnkara2013. ient ofinternalmigration. 13.7‰. Thenetmigration rate was6.5‰,indicating that Ankaraisarecip- tween 2012 and 2013 was 15.9‰, which is above the national rate of share ofpeopleworking ageis71.7%.Therate ofpopulation growth be- in thepopulation is21.7%, the shareofpeopleover 65is7.2%, and the tion ofthepopulation iseven. Theshareofpeopleagedbetween 0and14 in Turkey, withapopulation of5,045,083as2013.Thegenderdistribu- Territorial Units forStatistics (NUTS). Itisthesecond most populouscity classified instatistical regionTR51accordingtotheNomenclature of The province ofAnkaraislocated intheWestern Anatolian regionand is 1. BASIC SOCIO-DEMOGRAPHICANDECONOMIC adolescent births, maternal mortalityandtherate offormalemployment. blies, thenumber ofwomen withhighschoolorhigherlevels ofeducation, Index forthe Locals, anindexbased on representation in municipal assem- TEPAV (2014) Gender equalityreportcardfor81Provinces, Ankara(H.Demirdirek, Ü. Şener) 2011), Ankara Ministry ofDevelopment(2013)Socio-economic DevelopmentRankingofProvinces andRegions(SEGE- CHARACTERISTICS OFANKARAPROVINCE th amongthe81provinces inTurkey. 1 , but ranks15 th intheGenderEquality 2 employment increasedby149,000(Table 1). 88,000. Female employmentroseby76,000over thesameperiodbut male the number ofunemployed women actuallyincreasedfrom73,000to 2013, thenumber ofunemployed menfellfrom125,000to101,000,while men wasonepointlower thanthenational average. Between 2010and higher thanthenational average of11.9%,whereasunemploymentamong that theunemploymentrate forwomen in2013,at 16.2%,was4.3points decreased. Anexamination ofthesamerates forAnkarareveals, notably, and employmentrates hadincreasedwhereastheunemploymentrates had 30.8%, 27.1%and11.9%forwomen. For bothgenders, theparticipation unemployment were 71.5%,65.2%and8.7%formen, respectively, and In 2013,thenational rates oflabourforceparticipation, employment and and at thenational level, whileunemploymentwashigheramongwomen. employment andlabourforceparticipation thanwomen, bothinAnkara ment rate, were lower. It is observed that men had much higher levels of all cases, thenational rates forwomen, withtheexception oftheunemploy- 24% and13%forwomen. Whilethenational rates formen were higherin Nationally, theseratios were 70.8%,62.7%and11.4%formen,27.6%, The correspondingrates forwomen were 25.3%,21.3%and16.1%. ment rate was61.5%andtherate ofunemploymentwas11.4%(Table 1). For men,thelabourforceparticipation rate in2010was68.7%,theemploy- 2.1. LabourForce Indicators creased, andtheunemploymentrate declined. 49.5%, 44.5%and10.2%,Thustheparticipation andemploymentrates in- interval of95%)inthesameyear. In2013,thecorrespondingrates were employment rate was12.1%(between 11%and13.2%withaconfidence (between 40.5% and 41.6% with a confidence interval of 95%), and the un- rate inAnkarawas46.7%2010,whiletheemploymentrate was41.1% Turkstat HouseholdLabourForce Survey. Thelabourforceparticipation This analysis of the labour market in Ankara was basedondata from the 2. BASIC CHARACTERISTICSOFTHELABOUR MARKETIN ANKARA PROVINCE

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 9 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 10 Source: www.tuik.gov.tr LabourForce Statistics, (accessedon12.12.2014) * Numbersmaynotadd uptototalduerounding. TABLE 1–LABOURFORCESITUATION OFTHEPOPULATION (THOUSANDS)* Population outsidelabourforce Employment rate Unemployment rate (%) Population outsidelabourforce Employment rate Unemployment rate (%) Population outsidelabourforce Employment rate Unemployment rate (%) Unemployed Employed Labour Force Population aged15andover Total Unemployed Employed Labour Force Population aged15andover Women Unemployed Employed Labour Force Population aged15andover Men Labour forceparticipation rate (%) Labour forceparticipation rate (%) Labour forceparticipation rate (%) 2010 19,357 24.0 13.0 27.6 2010 7,544 62.6 11.4 70.8 2010 26,901 43.0 11.9 48.8 3,046 22,594 25,641 52,541 Turkey 959 6,425 7,383 26,740 Turkey 2,088 16,170 18,257 25,801 Turkey 1,332 21.3 16.1 25.3 540 61.5 10.5 68.7 1,872 41.1 12.1 46.7 198 1,442 1,640 3,513 Ankara Province 73 379 452 1,784 Ankara Province 125 1,063 1,188 1,728 Ankara Province 2013 19,523 27.1 11.9 30.8 2013 7,814 65.2 8.7 71.5 2013 27,337 45.9 9.7 50.8 2,747 25,524 28,271 55,608 Turkey 1,033 7,641 8,674 28,197 Turkey 1,714 17,883 19,597 27,411 Turkey 1,365 23.9 16.2 28.5 527 65.8 7.7 71.4 1,892 44.5 10.2 49.5 190 1,667 1,856 3,748 Ankara Province 88 455 543 1,908 Ankara Province 101 1,212 1,313 1,840 Ankara Province Source: Turkstat,LabourForce StatisticsDatabase, www.tuik.gov.tr Numbers maynotadd uptototalduerounding. TABLE 2–LABOURFORCEBY LEVELOFEDUCATION ANDAGEGROUP(THOUSANDS,AGED15OVER) 2010 Illiterate Illiterate Primary education Primary education school Regular orvocational high school Regular orvocational high College Total College Total 2013 that negatively affectlabourmarket participation amongwomen over 34. genders, whichpersistedin2013,pointstotheexistenceofcertainfactors to understandage-related factorsprecisely, thevastdifferencebetween the While it is true that the wide age range of the 35-54 group makes it difficult groups make up more than 90% of the total labour force for both genders. three timesasmanymenwomen inthelabourforce. Thesethreeage men istwicetherate forwomen, whileinthe35-54agegroupthereare 2013. For the age groups 20-24and 25-34, the rate of participation among tions ofmenandwomen inthelabourforcewere similar, bothin2010and 46.8% and43.4%,finally6%3.8%,respectively. Theagedistribu - sponding sharesforthesucceedingagebrackets are34.1%and36.9%, of 8.5% in male employment and 12.6% in female employment. The corre- 3.5% offemaleemployment.Persons agedbetween 20and24have ashare The youngest agegroup(15-19)accountsfor4.5%ofmaleemploymentand disaggregated bygender, ageandeducation fortheyears 2010and2013. Tables 2and3show thelabourforceandparticipation rates 15-19 0 43 11 0 54 0 39 6 0 45 Men 15-19 Men 0 8 7 0 16 0 10 6 0 15 Women Women 20-24 1 34 43 23 101 0 46 55 28 129 Men 20-24 Men 0 7 30 20 57 0 10 30 29 69 Women Women 25-34 2 161 134 110 406 0 143 141 139 423 Men 25-34 Men 0 32 39 95 167 0 30 49 117 196 Women Women 35-54 2 281 126 147 556 1 295 154 170 620 Men 35-54 Men 4 3 90 67 39 111 34 243 92 Women 196 Women 55+ 2 1 53 38 12 29 8 96 24 71 Men 55+ Men 4 3 9 8 2 5 2 20 4 Women 17 Women Total 4 6 577 557 366 365 322 1,313 303 1,188 Men Total Men 8 6 149 123 125 262 111 543 212 Women 452 Women

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 11 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 12 Source: Turkstat, Labour Force Statistics Database, www.tuik.gov.tr Source: Turkstat,LabourForce StatisticsDatabase, www.tuik.gov.tr TABLE 4–LABOURFORCEPARTICIPATION RATE BY LEVELOF EDUCATION (%) cline intheshareofpersonswithonlyahighschooleducation orlower. increase intheshareofcollegegraduestotalworkforce, anda2.4%de men in the labour force who are college graduates. This resulted in a 2.4-point than ahighschooleducation and a2.3-pointincreaseintheproportionof a three-pointdeclineintheproportionofmen labourforcewithless ference between thegenders. Themainchangeobserved during thisperiodis among menthanwomen, but thisdoesnotsignificantlyaffectthedif slightly morerapidincreaseisobserved intheproportionofcollegegraduates in thepublic sectorandinprivate servicessectors. Between 2010and2013,a non nationwide aswell astheconcentration offemaleemploymentinAnkara degrees inthelabourforcereflectssamefactorsthat causethisphenome force and47%ofthemalelabourforce. Thehighshareofwomen withcollege education lower than highschoollevel madeup29%ofthefemalelabour school education orequivalent,comparedto27.1%ofmen.Persons with an the correspondingratio wasonly26%formen.24.6%ofwomen hadahigh men: 47%ofwomen inthelabourforcehadcollegedegrees2010,whereas labour market participantswithacollegedegreeishigheramongwomen than One strikingfactabouthecompositionofthelabourforceisthat theshareof Source: Turkstat,LabourForce StatisticsDatabase, www.tuik.gov.tr FIGURE 1–LABOURFORCEPARTICIPATION RATE BY AGEGROUP(2013) TABLE 3–LABOURFORCEPARTICIPATION RATE BY AGEGROUP(%) 100 College Regular orvocational high school Primary education Illiterate

15-19 20-24 25-34 35-54 55+ 20 40 60 80 15-19 0 Men 2010 27.4 64.5 95 84.5 24.5 20-24 Women 9.6 30.1 39.1 29.5 5.0 25-34 80.9 69.4 64.5 23.6 Men 2010 2013 Men 24.9 70.4 95.1 88.9 28.7 70.0 29.4 12.9 4.1 Women 35-54 - - - 83.3 72.7 65.8 18.1 Men 2013 Women 8.8 34.9 44.3 33.9 5.2 55+ 70.6 29.1 15.5 5.4 Women Women Men FIGURE 2–LABOURFORCEPARTICIPATION RATE BY EDUCATION (2010) Source: Turkstat,LabourForce StatisticsDatabase, www.tuik.gov.tr FIGURE 3–LABOURFORCEPARTICIPATION RATE BY LEVELOFEDUCATION (2013) Source: Turkstat,LabourForce StatisticsDatabase, www.tuik.gov.tr Illiterate Illiterate 10 20 30 40 50 60 70 80 90 10 20 30 40 50 60 70 80 90 0 0 5,4 4,1 23,6 18,1 for thosewithcollegedegrees(Figures 2and3). education and 40 points at the high school level, but falls to about ten points rates formenandwomen isaround50pointsforthosewithonlyaprimary education. Thegapinfavor ofmenbetween thelabourforceparticipation 2013. For bothgenders, labourforceparticipation riseswiththelevel of 69.4% and80.9%respectively in2010,and65.8%,72.7%83.3% 15.5%, 29.1%and70.6%,respectively. For men,theserates were 64.5%, education was70%.In2013,thecorrespondingrates ofparticipation were school education was29.4%andparticipation amongwomen withahigher level was12.9% in 2010,whileparticipation amongwomen with ahigh that participation amongwomen withaneducation lower thanhighschool Figures forthelabourforce participation rate bylevel ofeducation show Primary Primary school school 15,5 65,8 12,9 64,5 Regular orvocational Regular orvocational high school high school 72,7 69,4 29,1 29,4 70,6 83,3 80,9 College College 70 Women Men Women Men

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 13 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 14 Source: Turkstat, Labour Force Statistics Database, www.tuik.gov.tr TABLE 5–POPULATION OUTSIDELABOURFORCEBY EDUCATION ANDAGEGROUP case ofwomen. labour force participation forbothgenders, itsinfluenceisstronger in the ation stemsfromthefactthat althougheducation hasapositive impacton labour forceishigherthanthat ofwomen outsidetheworkforce. Thissitu- 2013. Itisapparentthat theaverage level ofeducation ofmenoutsidethe population ofAnkarathat remainedoutsidetheworkforce in2010and Table 5shows thedistribution byagegroupsandlevel ofeducation ofthe Men 2010 Illiterate Primary education school Regular orvocational high College Total Women Illiterate Primary education school Regular orvocational high College Total Men 2013 Illiterate Primary education school Regular orvocational high College Total Women Illiterate Primary education school Regular orvocational high College Total 15-19 1 105 36 0 142 15-19 2 121 31 0 153 15-19 0 102 33 0 135 15-19 2 119 39 0 160 20-24 0 2 44 8 56 20-24 2 52 66 12 132 20-24 1 4 41 8 54 20-24 1 39 76 12 128 25-34 2 5 8 6 21 25-34 7 161 68 24 260 25-34 1 5 10 7 22 25-34 5 145 69 27 247 35-54 4 56 24 17 102 35-54 35 327 77 29 468 35-54 4 45 17 11 77 35-54 27 323 86 37 473 55+ 12 138 29 40 220 55+ 100 166 26 26 318 55+ 11 144 37 47 239 55+ 106 184 34 33 356 Total 20 307 142 72 540 Total 146 827 268 91 1,332 Total 17 300 137 73 527 Total 141 811 304 109 1,365 Source: Turkstat, Labour Force Statistics Database, www.tuik.gov.tr FIGURE 4–EMPLOYEE DISTRIBUTIONBY SECTOR (2013) Source: www.tüik.gov.tr LabourForce Statistics Note: For valueslessthan2,000,thesamplesizeisinsufficientforestimates TABLE 6–EMPLOYMENT BY SECTOR (AGE15ANDOVER)

Agriculture Industry Services Total 67 2010 Men tho 34 293 736 1,063 Men (%) 4

% 3.2 27.6 69.2 100 29 contrast inthedistributions ofmenandwomen between industryandservices. creased andtheshareofindustrydeclined.Inbothyears, therewasamarked similar tothefigureformen,didnotincreasemuch, theshareofservices in and 83.7%,11%5.5%in2013.Whiletheshareofagriculture, whichwas were 82.7%forservices, 12.7%forindustry, and5.3%inagriculture2010, and theshareofservicesfellto67.2%.For women, thecorrespondingshares agriculture increasedto4.3%in2013,whiletheshareofindustryrose28.4%, employed inindustry, 69.2%inservices, and3.2%inagriculture. Theshareof the shareofagricultureinemploymentisquitelow. In2010,27.6%ofmenwere Employment inAnkaraisprimarilytheservicessector, followed byindustry; 2.2. EmploymentSituationinAnkaraProvince bour (İlkkaracan,2012;Toksöz, 2012;Memişvd.2011;Zacharaiset.al.,2014). tigated andidentifiedfrommanyanglesbyresearchersstudyingwomen’s la to theparticipation ofmenwiththesamelevel ofeducation have beeninves reasons whywomen’s participation inthelabourmarket islow comparedeven particularly thosewithlow levels ofeducation, outofthelabour force. The able toaffordmarket solutionsfortheirdomesticobligations, drives women, lack ofjobopportunitiesthat would provide themwithsufficientincometobe generally faceinadequate pay/incomesandpoorworking conditions, andthe Structural problems suchasthefactthat women working inthelabourmarket It appearsthat thisbarriercanonlybeovercome throughhigher education. ated aninsurmountable barrierforwomen’s participation inthelabourforce. situation, whichcharacterizesthewholecountryaswell asAnkara,hascre in socialserviceprovision hasbeenincreasing,especiallyinurbanareas. This ing inthelabourmarket, consideringtheirdomesticobligations, whilethegap women inTurkey, whichresultsina“double shift”situation forwomen work The burden ofproviding childandelderlycarefallsdisproportionately on

Women tho 20 48 312 379

% 5.3 12.7 82.3 100

Total tho 54 341 1,048 1,442

% 3.7 23.6 72.7 100 Women (%) 84 2013 Men tho 52 344 815 1,212 5 11

% 4.3 28.4 67.2 100

Women tho 25 50 381 455

% 5.5 11 83.7 100 Industry Agriculture Services

Total tho 77 394 1,196 1,667

% 4.6 23.6 71.7 100 - - - - -

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 15 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 16 Source: www.tüik.gov.tr LabourForce Statistics Note: For valueslessthan2,000,thesamplesizeisinsufficientforestimates work performed. services sectors, withsome variations depending ontheexactnature ofthe that women withhigherlevels ofeducation areusuallyemployed inthe education thanmeninthesame sector. Thisdifferencepointstothefact similar, but women working inserviceshave asignificantlyhigherlevel of education ofmenandwomen working inagricultureandindustryarequite dustry and services than in agriculture. With respect to gender, the levels of sector andgendershows that theaverage level ofeducation ishigherin- An examination ofthelevels ofeducation ofpersonsinemploymentby TABLE 7–EMPLOYMENT BY STATUS AT WORK (AGE15ANDOVER) proportion ofmenwhofallintothesecategories (Table 7). outside agriculturewhoareemployers orself-employed isonlyhalf ofthe men. Itisalsoimportanttonotethat theproportionofwomen working tural sectors, the corresponding ratios are 16% for women and 10.3% for up 90%-91%ofthetotal number ofagricultural workers. Inthe non-agricul- unpaid familyworkers, andwhoseemploymentisthereforefragile, make en isnegligibly small,menandwomen whoareeitherself-employed or ployed personsoremployers. Sincethenumber ofemployers amongwom- culture areunpaidfamilyworkers, itismorecommonformentobeself-em- small scaleofagriculturalactivitiesonaverage. Whilemostwomen inagri- either self-employed orunpaidfamilyworkers. Thisisduetotherelatively In Ankara,asinTurkey asawhole, mostpeopleworking inagricultureare

Non- Agriculture Total agriculture Total Total Total

Unpaid familyworker Unpaid familyworker Unpaid familyworker Employers orself-employed Employers orself-employed Employer orself-employed

Employee Employee Employee 1,029 34 1,063 thousands 9 5 14 183 25 208 Men 2010 837 5 842 100 100 100 % 0.9 14.7 1.3 17.8 73.5 19.6

81.3 14.7 79.2 360 20 379 thousands 9 15 24 38 3 42 Women 312 1 313 100 100 100 % 2.5 75 6.3 10.6 15 11.1

86.7 5 82.6 1,159 52 1,212 thousands 12 6 17 174 41 215 Men 974 6 979 2013 100 100 100 % 1 11.5 1.4 15 78.8 17.7

84 11.5 80.8 431 25 455 thousands 11 19 30 33 3 36 Women 387 2 390 100 100 100 % 2.6 76 6.6 7.7 12 7.9

89.8 8 85.7 TABLE 8–EMPLOYEES BY LEVELOFEDUCATION ANDSECTOR TABLE 9–EMPLOYEES BY REGISTRATION WITHSOCIALSECURITY SYSTEMANDSECTOR (AGE15ANDOVER) Source: www.tüik.gov.tr LabourForce Statistics Note: For valueslessthan2,000,thesamplesizeisinsufficientforestimates Source: www.tüik.gov.tr LabourForce Statistics Note: For valueslessthan2,000, thesamplesizeisinsufficientfor estimates

Agriculture

Industry Services Total Total Services Industry Agriculture College College College College high school Regular orvocational high school Regular orvocational high school Regular orvocational high school Regular orvocational Primary education Primary education Primary education Primary education Illiterate Illiterate Illiterate Illiterate

Registered Not registered Registered Total Not registered Registered Total Not registered Registered Total Not registered Total return toformalityoccurringastheeffectsofcrisisdiminished. the riseininformalemploymentthat followed theeconomiccrisis, witha in 2013bycomparisonwith2010,onepossible reasonbeingthereversal of the servicessector. Ageneraldeclineininformalemployment wasobserved tween genders. Thegenderdifferenceintermsofinformalityislowest in ployment isalsocommoninindustry, thereisnosignificantdifferencebe- ture duetothelargenumber ofunpaidfamilyworkers. Whileinformalem- The level ofinformalemploymentisquitehighamongwomen inagricul- 21 thousands Men 2010 13 67 34 226 133 293 603 221 736 842 1,063 341 288 52 2 340 238 97 5 527 289 193 44 3 1 1 1 Men 2013 thousands 28.2 35.3 15.2 3.8 28.1 29.2 28.3 9.6 43.5 35.4 56.3 84.6 0.2 0.1 0.3 1.9 % 61.8 % 38.2 22.9 100.0 77.1 18.1 100.0 81.9 20.8 100.0 79.2 100.0 229 215 14 0 96 83 13 1 123 80 22 20 7 3 1 3 Women thousands Women 18 thousands 2 19 20 29 50 48 262 87 312 292 379 50.3 56.4 28.0 0.0 21.1 21.8 26.0 4.2 27.0 21.0 44.0 83.3 1.5 0.8 2.0 12.5 % 90.0 % 10.0 39.6 100.0 60.4 16.0 100.0 84.0 23.0 100.0 77.0 100.0 2013 Men 30 thousands 22 55 52 289 95 344 720 180 815 1,031 1,212 283 230 52 1 288 209 75 3 489 297 163 29 3 1 2 1 Men thousands 2010 57.7 % 42.3 16.0 100.0 84.0 11.7 100.0 88.3 14.9 100.0 85.1 100.0 26.6 31.2 17.8 2.9 27.1 28.4 25.7 8.8 46.0 40.3 55.8 85.3 0.3 0.1 0.7 2.9 % Women 24 thousands 1 11 25 39 52 50 328 87 381 368 455 189 175 13 0 84 74 10 1 101 60 24 16 6 3 1 3 Women thousands 96.0 % 4.0 22.0 100.0 78.0 13.6 100.0 86.1 19.1 100.0 80.9 100.0 49.7 56.1 27.1 0.0 22.1 23.7 20.8 5.0 26.6 19.2 50.0 80.0 1.6 1.0 2.1 15.0 %

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 17 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 18 Source: www.tüik.gov.tr LabourForce StatisticsDatabase TABLE 11–UNEMPLOYMENT RATE BY AGEGROUP(%) men duetoincreaseddomesticobligations (Table 11andFigure 5). participation falls faster with age among older women than among older rapid decline can be explained to a large extent by the fact that labour force both genders, the decline is steeper in the case of women. This relatively under 55.Whiletherate ofunemploymenttendstodeclinewithagefor Women have higher rates ofunemployment than men in every agegroup Source: www.tüik.gov.tr LabourForce StatisticsDatabase TABLE 10 for menin2013,but roseslightlyforwomen, to16.2%(Table 10). ment, whichwas10.5%formenand16.1%women in2010,fellto7.7% when theyenter the labourmarket. In consequencetherate of unemploy- which personsofthisagegroupencounterinfindingsuitable employment brackets pointstoalackofjobopportunitiesandthegreater obstacles ployed young peopleaged15to24thanoftheunemployed inolderage verely thanmen.Thefactthat women make upalargerproportionofunem- cates that unemploymentaffectswomen enteringtheworkforce more se- increased from 25.8% to 28.3% over the same period. This situation indi- from 73,000to88,000.However, labourmarket participation amongwomen men from125,000to101,000.Thenumber ofunemployed women increased 189,000 in2013.Thiswasduetoadeclinethenumber ofunemployed The number of unemployed people in Ankara fell from 198,000 in 2010 to 2.3. Unemployment Total 55+ 35-54 25-34 20-24 15-19

Age group 15-19 20-24 25-34 35-54 55+ – NUMBER OFUNEMPLOYED PERSONSBY AGEGROUP(THOUSANDS) 198 8 60 71 41 18 2010 Total 2010 Men 19.0 22.5 10.7 7.5 9.4 125 7 42 44 23 10 Men Women 49.2 32.4 16.4 9.1 7.2 73 1 18 27 18 8 Women Total 26.0 26.1 12.4 8.0 9.0 189 6 60 64 45 14 2013 Total 2013 Men 15.5 16.4 7.8 5.5 6.6 101 6 34 33 21 7 Men Women 42.8 35.4 15.7 10.7 1.3 88 0 26 31 24 7 Women Total 22.4 23.0 10.3 7.0 5.7 Source: www.tüik.gov.tr LabourForce StatisticsDatabase FIGURE 5B–UNEMPLOYMENT RATE BY AGEGROUP(2013) Source: www.tüik.gov.tr LabourForce StatisticsDatabase FIGURE 5A–UNEMPLOYMENT RATE BY AGEGROUP(2010) Source: www.tüik.gov.tr LabourForce StatisticsDatabase TABLE 12.UNEMPLOYMENT RATE BY LEVELOF EDUCATION (%) College Regular orvocational high school Primary education Illiterate

15,50 19,00 15-19 15-19 42,80 49,20 16,40 22,50 20-24 20-24 without adoptingandimplementingmoreholisticpolicies (Table 12). cation, thefindingsindicate that successcannotbeachieved inthisarea can beaddressed solelythrough policiestargetinggenderdisparitiesinedu ment amongthesewomen. Contrarytotheview that women’s employment the policiessofarimplementedhave beeninsufficienttoaddress unemploy severe problem forwomen withhighschoolandcollegedegrees, andthat el ofhghereducation. Thedata shows that unemploymentisaparticularly level ofeducation increases, theoppositeis trueforwomen upuntilthelev of education. Whiletherate ofunemploymentamongmendecreases asthe by level ofeducation Women facehigherrates ofunemployment at alllevels A similarpictureemergeswhentheunemploymentrates arebroken down 35,40 32,40 10,70 7,80 25-34 25-34 15,70 16,40 6.8 10.7 12.1 43.6 2010 Men 5,50 7,50 35-54 35-54 10,70 9,10 11.0 24.3 17.9 7.8 Women 6,60 9,40 55+ 55+ 6.6 7.1 8.7 21.5 Men 2013 7,20 1,30 12.6 22.7 17.4 11.0 Women Women Men Women Men - - -

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 19 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 20 Source: www.tüik.gov.tr LabourForce StatisticsDatabase Source: www.tüik.gov.tr LabourForce StatisticsDatabase TABLE 14–DURATION OFUNEMPLOYMENT BY AGEGROUP(%) TABLE 13–UNEMPLOYED PERSONSBY DURATION OFUNEMPLOYMENT find employmentagain. ployed arelikely tospendalongertimeoutofwork thanmenbeforethey 23.2% and 36% respectively in 2013. Thus women who become unem- was 28.2%, but thesame ratio was 41.4% forwomen. These ratios fell to ratio ofunemployed menwhospentmorethanayear seekingemployment remain unemployed forlongerperiodsthanmen(Table 13).In2010,the ployed accordingtothetimespentlookingforwork. Women onaverage Another importantindicator inthiscontextisthedistribution oftheunem- Source: www.tüik.gov.tr LabourForce StatisticsDatabase FIGURE 6–UNEMPLOYMENT RATE BY LEVELOFEDUCATION (2013)

Total One year orlonger Less thanayear 15-19 20-24 25-34 35-54 55+ Total Illiterate 21,5 Men 2010 year than a Less 80.0 73.9 73.8 71.4 42.9 71.8 11 Men 2010 124 35 89 thousands or longer One year 20.0 26.1 26.2 28.6 57.1 28.2 Primary 8,7 school a year Less than Women 75.0 61.1 57.7 47.1

58.6 100.0 28.2 71.8 % 17,4 Women 70 29 41 thousands or longer One year 25.0 38.9 42.3 52.9

41.4 Regular orvocational high school 7,1 100.0 41.4 58.6 % year than a Less Men 2013 85.7 85.0 74.2 75.8 57.1 76.8 22,7 Men 2013 99 23 76 thousands or longer One year 14.3 15.0 25.8 24.2 42.9 23.2 100.0 23.2 76.8 % College 6,6 year Less thana Women 83.3 70.8 60.0 60.0

64.0 12,6 Women 86 31 55 Thousands longer One yearor 16.7 29.2 40.0 40.0

36.0 Women Men 100.0 36.0 64.0 % Ankara andforTurkey asawhole. The table below shows thedistribution ofworkers bygenderandsectorfor prises with10-49employees (İPA, 2014). ers and5.84%ofworkplaces with 50-249workers, fallingto3.09%inenter- with foreignpartnersmake up15.2%ofenterprises with250ormorework- with theproportionofsuchcompanies in thecountryasawhole. Enterprises Demand Survey which have foreign partners is quite high by comparison The proportionofenterprisesincludedinthe2014 Ankara LabourMarket in Ankara’seconomy. struction andwholesale/retailtrade, bothofwhichhave animportantplace the size of the enterprise. Part-time work is particularly common in con- ratio of10%.Theratio ofpart-timeworkers inAnkaraalsoincreaseswith The ratio ofpart-time workers in Ankara is 9%, very closetothenational the sizeofworkplace. and that theproportionofenterprisesreceivingincentives increaseswith enterprises inAnkarareceive employmentincentives fromthegovernment, agerial andsupportservices. Itwasdeterminedthat alargemajorityofthe gaged in manufacturing, construction, wholesale and retail trade, and man- Ankara with43.26%.Workplaces intheprovince areforthemostparten- The manufacturing sectoraccountsforthehighestshareofexports in for themand8.2%hadstaffsof50ormore. 39.6% oftheenterpriseshad1-9worker(s), 52%had10-49personsworking 50-249 employees, andthosewithmorethan250employees, inthat order. group wasfollowed bythosewith1-9peopleworking forthem,thosewith enterprises had10-49employees inthefirsteightmonthsof2014.This the characteristics of enterpriseslocated inAnkara,thelargestnumber of collected is available in İŞKUR’s İPA 2014 report. According to the report on of June 30th2015(AnkaraİPA, 2014).Adetailedpresentation ofthedata likely futureincreasesordecreasesindemandfordifferentoccupations as data onpositionsthat aredifficulttofill,andfinallyexpectations about od usedtofillthevacancyandpreferencesforgenderofemployee), vacant positions(occupation, requiredlevels ofeducation andskills, meth- the enterprise, thecurrentemploymentsituation byoccupation andgender, The face-to-faceinterviewmethodwasusedtocollectbasicinformation on 2014). tional estimates were generated for each ofthe sub-sectors (Ankara İPA, sector andinternational organisations andinstitutions. Provincial andna- 2.0) withtheexception ofagriculture, domesticemployment, thepublic Classification of Economic Activities in the European Union (NACE - Rev working forthemwhichwere active inthe17sub-sectorsofStatistical the survey were workplaces throughoutTurkey withtenormorepersons in ordertocapturegenderdifferentials. Includedinthesamplingframefor more comprehensive questionnaire, broadenedcomparedtopreviousyears, Turkey between May 12th and June 27th 2014. The survey made use of a İŞKUR throughface-to-faceinterviewsin110,509workplaces throughout The LabourForce AnalysisDemandSurvey of2014wasconductedby 3. İŞKUR ANALYSIS OFTURKISHLABOURMARKET- ANKARA PROVINCE,2014

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 21 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 22 Source: AnkaraİPA 2014 obstacle toincreasingfemale employment. sectors on the Ankara labour market, and suggest that this may be a serious (Table 16).Thesefigurespointtoahighdegreeofgendersegregation among women employees accountforhalforahighproportionofthe workers (Figure8). Apartfromtheselasttwo sectors, therearenosectorsinwhich portant sectorsforwomen arehealthcareandsocial services, andeducation men, andmanagerial and support services for women. Thenext most im- ment bothformenand for women. Secondplacegoes to constructionfor Wholesale andretailtradeisthethirdmostimportant sourceofemploy- tion ofemployment,especiallyforwomen (Figures 7aand7b). education, healthcareandmanagerial servicesaccountforahighpropor- son with the country as a whole, low value added service sectors such as general areshown below, disaggregated bygender. In Ankara, bycompari- The sectoraldistribution ofemployees inAnkaraProvince andinTurkey in 22.5% ofallworkers in2014,whichislower thanthenational ratio of26%. ment areeducation, andhealthcaresocialservices. Women madeup rial andsupportservices. Otherprominentsectorsforwomen’s employ- Ankara, followed byconstruction,wholesaleandretailtrade, andmanage- Manufacturing industryisthelargestsinglesourceofemployment in TABLE 15–DISTRIBUTIONOFMALEANDFEMALEEMPLOYEES BY SECTOR (2014) TOTAL Other services Culture, arts, entertainmentandsports Healthcare andsocialservices Education Managerial andsupportservices Professional, scientific, andtechnicalactivities Real estate activities Financial andinsuranceservices Information andcommunications Hospitality andfoodservices Transportation andstorage motorbikes Wholesale andretailtrade;repairs ofmotorlandvehicles and Construction Water supply;sewage, wastemanagementandtreatment distribution Electricity, gas, steamandclimate controlproduction and Manufacturing Mining andquarrying Sector 100 1.2 0.3 1.5 1.8 7.4 2.4 0.5 2.0 1.3 7.1 5.2 15.7 14.5 0.5 0.6 36.4 1.5 Men Turkey (%) 100 1.6 0.3 6.2 5.4 8.9 3.9 0.5 4.8 1.9 9.3 2.8 16.5 4.0 0.2 0.2 33.3 0.3 Women

100 1.6 0.4 1.7 2.6 12.4 4.6 0.8 0.4 2.3 4.5 3.1 14.1 20.5 0.5 2.0 26.4 2.0 Men Ankara (%) 100 3.0 0.5 8.3 11.9 16.4 6.1 1.3 1.3 2.8 4.1 1.0 14.8 10.6 0.1 0.7 16.6 0.5 Women FIGURE 7A–EMPLOYEES BY SECTOR (2014) WOMEN Ankara Turkey

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 23 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 24 Source: AnkaraİPA, 2014. FIGURE 7B–EMPLOYEES BY SECTOR (2014) MEN Ankara Turkey Source: AnkaraİPA, 2014 FIGURE 8–EMPLOYEES BY SECTOR (2014) ANKARA Men Women

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 25 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 26 Source: AnkaraİPA, 2014 TABLE 17–DISTRIBUTIONOFEMPLOYEES BY MAINOCCUPATIONAL GROUPS Source: AnkaraİPA, 2014 TABLE 16–GENDERDISTRIBUTIONOFEMPLOYEES BY SECTOR (%) ly higherpresenceinprofessionaloccupations inthisprovince (Figure 9). the national average supportstheobservation that women have asignificant women (Table 17).Comparingthefigures fortheprovince ofAnkarawith tional diversity, andaremoreevenly distributed amongoccupations than of employment for men shows that men display a higher degree of occupa and occupations requiringnoqualifications comessecond.Thedistribution artisans and related occupations is the largest of the main occupation groups requiring noqualifications comesecondandofficeservicesthird.For men, the healthcareandeducation sectorsinfemaleemployment.Occupations for 26.9%ofwomen’s employment.Thisisinlinewiththepredominanceof professional occupations are the leading source of employment, accounting According tothedistribution ofemploymentbymainoccupational groups, TOTAL Managers Plant andmachineoperators andassemblers Technicians and assistingprofessionals Artisans andrelated occupations Professionals Qualified agricultural,forestry, andaquaculture workers Occupations requiringnoqualifications Service andsalesstaff Office servicesstaff Occupation group Sector Mining andquarrying Manufacturing Electricity, gas, steamandclimate controlproduction anddistribution Water supply;sewage, wastemanagementandtreatment Construction Wholesale andretailtrade;repairs of motorlandvehicles andmotorbikes Transportation and storage Hospitality andfoodservices Information andcommunications Financial andinsuranceservices Real estate activities Professional, scientific, andtechnicalactivities Managerial andsupportservices Education Healthcare andsocialservices Culture, arts, entertainmentandsports Other services 100 3.5 20.9 9.2 20.9 8.2 0.5 16.5 13.0 7.3 Men (%) Turkey 100 3.1 12.4 7.2 8.8 16.0 0.2 21.3 13.7 17.3 Women (%) - - 100 4.7 11.9 10.5 20.5 12.1 0.2 19.5 14.6 6.0 Men (%) Ankara Men 94.2 75.7 88.5 90.7 91.1 73.0 84.2 68.7 65.4 53.8 76.5 63.7 70.3 48.7 40.5 76.9 67.8 100 3.5 2.3 8.3 3.4 26.9 0.0 21.6 13.7 20.5 Women (%) Women 5.8 24.3 11.5 9.3 8.9 27.0 15.8 31.3 34.6 46.2 23.5 36.3 29.7 51.3 59.5 23.1 32.2 Source: AnkaraİPA, 2014 Source: AnkaraİPA, 2014 FIGURE 9B–EMPLOYMENT BY MAINOCCUPATIONAL GROUPS (2014) FIGURE 9A–EMPLOYMENT BY MAIN OCCUPATIONAL GROUPS(2014) WOMEN MEN Ankara Ankara Turkey Turkey

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 27 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 28 Source: AnkaraİPA, 2014 TABLE 18–OCCUPATIONS WITHTHEHIGHESTNUMBERSOFEMPLOYEES BY GENDER(2014) ployed (Table 18). operator inmanufacturing industry, forwhichwomen arecommonlyem- Ankara, apartfromsomeexceptions like theoccupation ofsewingmachine similar tothosethat provide themostemploymentinprovince of The occupations providing themostemploymentnationally arebroadly ment. manual workers anddrivers -playanimportantroleinproviding employ- es, andtoconstruction-suchassecuritystaff,waiters, salesconsultants, tions related toservices sectors, especiallytransportandhospitalityservic- nurses, clericalworkers, secretaries, cashiersandsoon.For men,occupa- Such occupations include:cleaningstaff,accountants, salesconsultants, al andsupportservices, withtheirimportantroleinwomen’s employment. portance ofservices, andinparticularhealthcareservicesmanageri- pations. Thetoptenoccupations forwomen intheprovince reflecttheim- men (42%vs. 30.5%),showing that women areconcentrated infewer occu- account foramuch highershareoffemaleemploymentthanisthecasefor The tenoccupations withthehighestnumber ofwomen working inthem Total Ankara Cleaning staff Manual worker (general) Security staff Manual worker (Construction) Office clerk(general) Sales consultant Accountant Waiter Driver-Transporter Cook Total Turkey Cleaning staff Manual worker (general) Sewing machineoperator Driver-Transporter Manual worker (construction) Sales consultant Waiter Security staff Accountant Banking staff % 7.2 5.0 4.7 2.5 2.4 2.3 2.1 1.5 1.4 1.3 % 3.7 3.5 2.2 2.0 1.9 1.8 1.8 1.8 1.7 1.6 Men (general) Manual worker Security staff Cleaning staff (construction) Manual worker Sales consultant Driver-transporter Office clerk(general) Waiter Accountant vehicle) Driver (passenger Men (general) Manual worker Driver-Transporter Cleaning staff (construction) Manual worker Security staff Waiter Sales consultant operator Sewing machine Accountant Office clerk(general) % 6.3 5.7 5.2 3.0 2.1 1.8 1.8 1.6 1.6 1.4 % 4.0 2.7 2.6 2.5 2.3 2.0 1.6 1.4 1.1 1.1 Women Cleaning staff Secretary Office clerk(General) Accountant Sales consultant Cook records staff Patient reception and Nurse Cashier Office clerk(Managerial) Women Cleaning staff Sewing machineoperator Accountant Banking staff Dishwasher Secretary Sales consultant Office clerk(general) Manual worker (general) Cook % 14.3 5.6 4.5 4.1 2.9 2.9 2.3 2.1 1.9 1.5 % 6.8 4.4 3.3 3.0 2.6 2.6 2.5 2.4 2.2 1.4 Source: AnkaraİPA, 2014 TABLE 19–DISTRIBUTIONOFVACANT POSITIONSBY SECTOR ANDGENDER Other services sports Culture, arts, entertainmentand Healthcare andsocialservices Education Managerial andsupportservices technical activities Professional, scientific, and Real estate activities Financial andinsuranceservices Information andcommunications Hospitality andfoodservices Transportation and storage motor landvehicles andmotorbikes Wholesale andretailtrade;repairs of Construction management andtreatment Water supply;sewage, waste control productionanddistribution Electricity, gas, steamandclimate Manufacturing Mining andquarrying Sector there were sixpositionsforwhichmaleswere preferred. every vacantpositionforwhichtheapplicantswere requiredtobefemale, preference wasstated fortheremaining5,622(37.2%)positions. Thus, for (53.6%), employers saidthat theywould preferaman,whilenogender for only1,384(9.2%)ofthe15,103vacantpositions. For 8,097positions erence fortheirvacantpositionsshowed that employers preferredawoman order todeterminewhetheremployers invarioussectorshadagenderpref- employers tothequestionwhichwasadded tothequestionnairein2014 ployees)) forAnkarain2014wasfoundtobe3%.Theresponsesgiven by sitions ratio (vacantpositions/(vacantpositions+currentnumber ofem- services, makingthetotalshareofthesefoursectors71.4%.Thevacantpo- and retailtrade, 13.1%inconstruction,and9.5%managerialsupport 31.2% ofthevacantpositionswere inmanufacturing, 17.6%inwholesale words 90.2%ofenterpriseswithvacantpositionshadlessthan50workers. 52% had10-49,7%50-249,andonly1.2%250ormore. Inother was 15,103.39.6%ofenterpriseswithvacantpositionshad1-9employees, clared that theyhadvacantpositions. Thetotalnumber ofvacantpositions 3,887 outofthe18,694enterprisesvisitedfor2014survey (20.8%)de- 3.1. Vacant Positions 64.6 73.0 40.8 42.6 72.2 72.1 69.7 50.1 73.4 79.3 91.2 76.7 86.9 92.5 91.0 84.5 92.6 Men (%) Current ratio 35.4 27.0 59.2 57.4 27.8 27.9 30.3 49.9 26.6 20.7 8.8 23.3 13.1 7.5 9.0 15.5 7.4 Women 199 128 575 516 1,437 638 233 248 262 1,038 259 2,653 1,981 32 19 4,714 172 positions Vacant 2.1 6.1 3.6 2.2 2.2 2.6 5.0 8.6 2.2 4.7 1.9 3.7 2.2 1.4 0.2 3.9 2.1 ratio % positions Vacant 9.2 11.2 37.1 7.5 3.9 5.3 1.7 0.0 4.3 5.9 8.3 16.4 5.7 0.0 7.1 7.6 1.2 Women Gender preference(%) 76.9 22.4 2.9 3.0 27.3 47.0 9.9 62.5 31.2 43.2 85.0 48.7 81.3 71.4 57.1 67.0 98.8 Men 13.8 66.4 60.0 89.6 68.8 47.7 88.4 37.5 64.5 50.9 6.7 34.9 13.0 28.6 35.7 25.4 0.0 preference No

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 29 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 30 Source: AnkaraİPA, 2014 for postsinthose groupsinwhichemployers commonlyhave nogender preference. and that it would make more sense to try to increase the number of women selected case ofoccupational groupsinwhichthelabourmarkets aresegregated bygender, ic sectorsabove, thissuggeststhat itwillbedifficulttobringaboutchangeinthe was alsotrueforprofessionals. Onceagain, aswasseentobethecasewitheconom gender preferenceformost of thevacantpositionsforservicesandsalesstaff. This of jobsavailable forthiscategory ofworkers isvery limited.Employers stated no are morecommonlypreferredthanmenisofficeservice staff. However, thenumber As thefigurebelow shows, theonlyoccupational groupinwhichfemale employees Employers clearlyfavour menforemployment withinthisoccupational group. clared nopreference, andfor3.6%they stated apreferenceforfemaleapplicants. preference fora male candidate for 84.8%of the jobsavailable. For 11.7% they de came next,inthat order. For artisansandrelated occupations, employers stated a service and sales staff. Professionals and occupations requiring no qualifications highest number of vacancies was for artisans and related occupations, followed by The distribution ofvacantpositionsbymainoccupational groupsshows that the TABLE 20–DISTRIBUTIONOFVACANT POSITIONSBY GENDERANDMAINOCCUPATIONAL GROUP posts inthosesectorswhichemployers commonlyhave nogenderpreference. would be more meaningful to try to increase the number of women selected for labour markets aresegregated bygenderwillberesilienttochange, andthat it health careandsocialservices. Thissituation indicates that sectorsinwhichthe cation, culture, arts and entertainment, managerial and supportservices, and above allineducation but alsoinrealestate services, information andcommuni gender preference. The“nopreference”optionwaschosenforover 60%ofthejobs occupational qualifications, itwascommonforemployers tostate that theyhadno of thejobsinhealthcareandsocialservicessector. For positionsthat require for mostofthejobsavailable. However, femalecandidates were preferredfor37.1% activities. Therewasnosinglesubsectorinwhichwomen were openlypreferred available inwholesaleandretailtrade, andprofessional,scientifictechnical treatment, andinthe“otherservices”category, andforalmosthalfofthepositions Male staffwere preferredforover 70%ofvacantpositionsinwater supplyand ance, maleapplicantswere preferredformorethanhalfofthepositionsavailable. and steamproductiondistribution, manufacturing, andfinanceinsur in mining, quarrying, construction, transportation and storage. In electricity, gas Men were overwhelmingly preferred(for80%ormoreoftheavailable positions) Managers and assemblers Plant andmachineoperators professionals Technicians andassistant occupations Artisans andrelated Professionals and aquacultureworkers Qualified agricultural,forestry, qualifications Occupations requiring no Service andsalesstaff Office servicesstaff Occupational group 82.3 94.7 81.3 95.4 60.8 98.2 75.6 78.6 50.1 Men Current ratio(%) 17.7 5.3 18.7 4.6 39.2 1.8 24.4 21.4 49.9 Women 61 1,551 1,489 3,867 2,121 210 2,116 2,934 755 positions Vacant 0.3 3.2 3.0 4.7 2.8 23.0 2.1 4.1 1.6 ratio (%) position Vacant 4.5 6.7 5.5 3.6 13.2 0.0 5.5 11.0 44.9 Men Gender preference(%) - - - - 18.5 76.2 53.5 84.8 18.1 97.2 55.9 29.4 25.9 Women 77.0 17.1 41.1 11.7 68.7 2.8 38.6 59.6 29.2 preference No FIGURE 10–GENDERPREFERENCEBY OCCUPATIONAL GROUP(2014) Source: AnkaraİPA 2014 sought-after occupations) (Table 21). by comparison withthecurrentsituation (3,374positionsin the20most candidates. In this case, the demand for female employees increases fivefold positions forwhichnogender preferenceisstated arefilledsolelybyfemale the maximum increasethat canbeachieved in thecase where all thevacant total of1,352forthe20professions inquestion).Asimilarexerciseshows rent level ofdemand forfemaleemployees can bedoubled (from688toa reflects thecurrentgenderpattern intheoccupation inquestion,thecur- ployers state that theyhave nogender preferencearefilledinawaythat pothetical calculation made, when those vacant positions for which em- dered accordingtothenumber ofpositions available. Accordingtothehy- The table below liststhe20occupations withthemostvacantpositionsor- to thetotalnumber ofpersonsworking inthat occupation. erence areselectedmorefrequently, inlinewiththecurrentratio of women those occupations inwhichthe majorityofemployers state no genderpref- achieved inwomen’s employment ifwoman candidates forpositionsin sewing machineoperators, andwaiters. Asignificantincreasecould be staff, salescleaningcivilengineers, nurses, check-outcashiers, they had no preference for either a man or a women in the case of security portion withapreferenceformaleemployees. Employers usuallysaidthat the proportionofemployers stating nogenderpreferenceexceededthepro- which employers hadaclearpreferenceforwomen, andat thesametime cies in2014–secretariesandpre-accountantstherewere onlytwo for men comparedtowomen. Ofthetwenty occupations withthemostvacan- again, this is an indication of a higher degree of occupational diversity for der preferenceaccounttedfor47.7%ofthetotalvacantpositions. Once was 49.7%.The20occupations forwhichemployers saidtheyhadnogen- ferred accounted for 36.7% of the total, while for women this proportion total vacantpositions. Thetoptwenty occupations forwhichmenwere pre- the highestnumber ofvacantpositionsin2014accountedfor42% the Turning tospecificoccupations, itisobserved that the20occupations with 0 4 5 6 7 6 11 13 19 18 45 29 Women 54 56 76 85 97 Men 26 77 69 No genderpreference 60 41 39 29 17 12 3

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 31 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 32 their marginalcontributions. cupations with the most vacant positions have been re-ordered according to be securitystaff,salesconsultants andcleaningstaff. Below, the top20oc- three occupations in which the difference is highest in Ankara are found to situation inwhichthecurrent distribution ofgenders ispreserved. The the maximum possible femaleemploymentisachieved andinthepotential impact ondemandforfemaleemployees inthepotentialsituation inwhich tributed, bycomparingandmeasuringthedifferencebetween thepossible vacant positions for which employers have no gender preference are redis- within theframework ofthetwo scenarios presentedabove, inwhichthe en in jobs. The marginal contributions of the occupations can be calculated provide usefulinformation for the effective design of policiestoplace wom- the highestpotentialmarginalcontribution towomen’s employmentcould Identifying those of the 20 most sought-after occupations which can make Source: AnkaraİPA 2014 TABLE 21–20OCCUPATIONS WITHTHEHIGHESTNUMBEROFVACANT POSITIONSBY GENDER Manual worker (general) Security staff Sales consultant Cleaning staff Waiter Gas metalarcwelder Nurse Welder (oxygenandelectrical) CNC millingmachineoperator Groundskeeper Cashier (wooden) Furniture manufacturer Driver-Transporter Sewing machineoperator Elevator installer Pre-accountant Plumber Secretary Civil engineer Electrician (general) 96.1 rate (%) Current 93.7 71.6 55.7 82.0 99.7 11.4 99.9 97.3 97.0 34.2 93.2 100.0 68.2 98.2 42.3 100.0 4.8 89.0 99.1 Men 3.9 6.3 28.4 44.3 18.0 0.3 88.6 0.1 2.7 3.0 65.8 6.8 0.0 31.8 1.8 57.7 0.0 95.2 11.0 0.9 Women 785 736 711 530 499 438 312 242 207 199 197 194 191 177 161 160 158 154 149 145 Vacant positions 3.1 3.1 6.2 1.5 6.5 12.5 12.0 7.7 16.6 47.6 6.0 11.1 2.7 10.3 45.6 8.1 13.3 2.3 3.1 2.9 Ratio % (%) Gender preference 0.8 2.5 17.5 12.7 5.7 0.0 29.5 0.0 0.0 0.0 34.8 0.0 0.0 31.7 0.0 43.5 0.0 94.7 0.0 7.3 Women 81.5 22.2 11.3 7.3 44.1 93.4 0.0 100.0 98.2 97.1 1.4 98.9 100.0 10.3 0.0 26.6 100.0 1.0 26.8 92.7 Men 17.6 75.3 71.2 80.0 50.2 6.6 70.5 0.0 1.8 2.9 63.8 1.1 0.0 58.0 100.0 29.8 0.0 4.3 73.2 Total 0.0 No preference Hypothetical Change 145 573 631 491 279 29 312 0 4 6 194 2 0 159 161 118 0 153 109 3 374 11 Maximum potential 31 46 202 235 90 2 276 0 6 6 130 13 0 56 3 92 0 147 16 1 352 1 Current ratio preserved 114 527 429 256 189 27 35 0 -2 0 65 -11 0 102 158 25 0 6 93 2 022 9 Difference FIGURE 11–20OCCUPATIONS WITHTHEHIGHESTNUMBEROFVACANT POSITIONSFORWOMEN Source: AnkaraİPA 2014 Current ratio preserved Maximum potential

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 33 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 34 tendants, andfoodpackagingworkers. workers inAnkaraincludeoccupations suchascallcenterstaff,storeat- have animportant potentialmarginalcontribution todemandforwomen en arecurrentlyemployed, occupations inthisgroupswhichturnoutto occupations with the most vacant positions and the 20 in which most wom- potential vacantpositionsforwomen. Incontrasttothefindingsfor20 Table 23reflectsthepossible changesinthe20occupations withthemost maximum potentialsituation. in linewiththecurrentmale-femaleratio, andincreasesby400%inthe vacant positionsforwhichnogenderpreferenceisstated areredistributed nurses. Thehypotheticaldemandforwomen workers isdoubled whenthe woman employees, suchassalesstaff,check-outcashiers, accountantsand these threearedifferent,andmostlyoccupations withahighnumber of ants, andcleaningstaff(Table 22).However, theoccupations that follow the highest potential do not change; they are security staff, sales consult- with thehighestnumbers ofvacantpositions. Thethreeoccupations with with thehelpoftwo scenariosaspertheabove analysisoftheoccupations the occupations with the highest marginal contributions can be identified employers to state no gender preference. For this group of occupations too, positions forcooks, whilefortheremainingoccupations itismostusualfor vacant positions. Conversely, menaretheprimarychoiceonlyinvacant In onlyfouroftheseoccupations doemployers primarilypreferwomen for with thehighestnumbers offemaleemployees areshown inthetable below. cupations that arerelatively moreaccessible towomen. The20occupations the highestnumbers offemaleemployees currently, whicharealsotheoc- employment, itmayalsobeusefultolookat theoccupations whichhave While studyinggenderdisparitiesforthepurposeofincreasingwomen’s Source: AnkaraİPA 2014 TABLE 22–20OCCUPATIONS WITHTHEHIGHESTNUMBERSOFWOMAN WORKERS BY GENDER Cleaning staff Occupation Secretary Office clerk(general) Accountant Sales consultant Cook records staff Patient reception and Nurse Cashier (Managerial) Office clerk Office worker Security staff Tea server Waiter Public relations staff Preschool teacher Grade schoolteacher Pre-accountant Prelector Sales representative 55.7 (%) Current ratio 4.8 57.4 57.2 71.6 50.9 25.7 11.4 34.2 62.3 62.2 93.7 27.8 82.0 14.2 1.7 17.2 42.3 49.7 75.2 Men 44.3 95.2 42.6 42.8 28.4 49.1 74.3 88.6 65.8 37.7 37.8 6.3 72.2 18.0 85.8 98.3 82.8 57.7 50.3 24.8 Women 530

154 34 139 711 122 7 312 197 2 19 736 5 499 37 28 41 160 0 136 Vacant positions 1.5 2.3 0.3 1.3 6.2 1.9 0.2 12.0 6.0 0.0 0.4 3.1 0.2 6.5 2.4 2.3 3.0 8.1 0.0 3.3 Ratio % Gender preference(%) 12.7 94.7 26.3 21.1 17.5 32.7 100.0 29.5 34.8 0.0 23.2 2.5 0.0 5.7 77.1 88.3 8.0 43.5

0.0 Women 7.3 1.0 11.4 23.8 11.3 36.4 0.0 0.0 1.4 0.0 26.6 22.2 0.0 44.1 0.0 0.0 0.0 26.6

23.7

Men 80.0 4.3 62.4 55.1 71.2 30.9 0.0 70.5 63.8 100.0 50.2 75.3 100.0 50.2 22.9 11.7 92.0 29.8

Total 76.3 No preference Hypothetical change 491 153 30 106 631 78 7 312 194 2 14 573 5 279 37 28 41 118 0 3,199 103

Potential 235 147 14 60 202 60 5 276 130 1 7 46 3 90 31 27 34 92 0 1,494 34 Current ratio preserved 256 6 16 46 429 18 2 35 65 1 7 527 1 189 5 0 7 25 0 1,705 70

Difference

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 35 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 36 Source: AnkaraİPA 2014 TABLE 23–20OCCUPATIONS WITHTHEHIGHESTPOTENTIAL VACANT POSITIONSFORWOMEN BY GENDER Occupation Sales consultant Technical illustrator Computer engineer English teacher Store attendant Packager (food) Sales representative Accountant Civil engineer Call centerstaff Pre-accountant (general) Manual worker Secretary operator Sewing machine Elevator installer Cashier Waiter Nurse Cleaning staff Security staff Current ratio(%) 71.6 83.7 74.4 32.7 70.6 67.1 75.2 57.2 89.0 51.2 42.3 96.1 4.8 68.2 98.2 34.2 82.0 11.4 55.7 93.7 Men 28.4 16.3 25.6 67.3 29.4 32.9 24.8 42.8 11.0 48.8 57.7 3.9 95.2 31.8 1.8 65.8 18.0 88.6 44.3 6.3

Women 711 116 80 87 98 93 136 139 149 113 160 785 154 177 161 197 499 312 530 736 Vacant positions 8.7 5.0 7.4 5.8 16.8 3.3 1.3 3.1 15.5 8.1 3.1 2.3 10.3 45.6 6.0 6.5 12.0 1.5 3.1 6.2 Ratio % Gender preference(%) 5.1 0.0 0.0 0.0 0.0 0.0 21.1 0.0 75.3 43.5 0.8 94.7 31.7 0.0 34.8 5.7 29.5 12.7 2.5 17.5 Women 32.7 1.5 0.0 10.7 0.0 23.7 23.8 26.8 0.0 26.6 81.5 1.0 10.3 0.0 1.4 44.1 0.0 7.3 22.2 11.3 Men 62.1 98.5 100.0 89.3 100.0 76.3 55.1 73.2 24.7 29.8 17.6 4.3 58.0 100.0 63.8 50.2 70.5 80.0 75.3 71.2 Total

No preference Hypothetical change 4,070 78 79 87 88 93 103 106 109 113 118 145 153 159 161 194 279 312 491 573 631 Potential 1,630 19 21 59 29 31 34 60 16 55 92 31 147 56 3 130 90 276 235 46 202 Current ratio preserved 2,440 59 59 29 59 62 70 46 93 58 25 114 6 102 158 65 189 35 256 527 429

Difference preferred. gender preferenceattached -andonly8.1%forjobswhich women were for bothgenders, witharatio of23.7%formen,16.2%positionswithno women. Bycontrast,abilitytotravel isarelatively uncommonrequirement preference was stated, the ratio was 36.8%, closer to the percentage for tions for which a woman waspreferred. For positions for which no gender positions forwhichamaleemployee waspreferred,andfor31.8%ofposi- job requirementforthefirsttimein2014,andwas requiredfor51.4%of The abilitytowork overtime wasincludedinthequestionnaireasapossible favor the placementofwomen insuchvacantpositionscouldbesuccessful. which women arepreferred.This suggeststhat policiestobefollowed to nication skillsarefrequentrequirements, justastheyareforpositions out agenderpreference, qualifications like computerliteracyandcommu - women employees areprimarilypreferred.For example, forpositionswith- different, bearsgreater resemblance totheorderforpositionswhich ence isstated, theorderofrequiredqualifications, althoughnotvery required lessfrequently. For positionsforwhichnospecificgenderprefer- women arepreferred,whileabilitytotravel andabilitytowork overtime are foreign languagesareranked morehighlywhenitcomestojobsforwhich which menarepreferred,computerliteracy, salesandmarketing skills, and take secondplaceinsteadofphysicalaptitude. Comparedtopositionsfor the caseofpositionsforwhichwomen arepreferredcommunication skills cupational know-how areinthetopthreeforbothmenandwomen, but in ethics, physicalaptitude, andoccupational know-how. Work ethicsand oc- The topthreequalifications that arerequiredforvacantpositionswork al profilesofunemployed menandwomen inAnkara. cational requirements. Onceagain,thisisinaccordancewiththeeducation- women employees areprimarilypreferredinAnkaraalsohave higheredu- degree areexcluded,itcanbededucedthat thevacantpositionsforwhich When vacantpositionsrequiringavocational highschoolorapprenticeship with nogenderpreferenceattached. didates in occupations in which the mnajority of vacant positions come shows that thereisnoeducational obstacletotheplacementofwoman can- tion ofunemployed women ishigherthanthat ofunemployed men,this for whichtheyrequiremenorwomen specifically. Sincethelevel ofeduca- which employers state nogenderpreference, whencomparedtoposititions of positionsrequiringacollegedegreeisquitehighamongthefor tions for which no gender preference is stated towards women. The number preferred. Thisisapositive signalfromthepointofviewdirectingposi- which issimilartothepercentageforvacantpositionswomen are which theemployers hadnogenderpreference, thesameratio is39.7%, current profileofthefemalelabourforceinAnkara.For jobsfor However, asstated inthefirstsection,thiscreates aninconsistencywiththe ferred. Education isclearlyofgreater importanceforwomen thanformen. men were preferredand40.7%ofvacanciesforwhichwomen were pre- or other of these two responses was given for 61.2% of vacancies for which not infactmatter forslightlymorethan half ofthepositionsavailable. One 23% requiredaprimaryschoolingorless. Thismeansthat education did Ankara, 28.3% of the employers concerned declared no preference, and With respect to thelevel ofeducation requiredfor vacant positions in 3.2. LevelofEducationandQualificationsRequiredfor Vacant Positions

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 37 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 38 Source: AnkaraİPA 2014 Source: AnkaraİPA 2014 EDUCATION REQUIREDANDGENDERPREFERENCE FIGURE 12–20OCCUPATIONS WITHTHEHIGHESTNUMBERSOFVACANT POSITIONSBY LEVELOF TABLE 24–LEVELSOFEDUCATION REQUIREDFORVACANT POSITIONS(%) Total No preference Master’s degree College Community college Vocational highschool Regular highschool Primary education Apprenticeship

3,0 Apprentice- ship 1,1 0,4 24,6 education Primary 14,9 22,7 10,1 Regular high school 32,3 20,1 18,1 Vocationa school 100 25.8 0.0 6.2 10.7 8.9 32.3 14.9 1.1 Women high 8,9 6,2 3,4 Community college 10,7 100 36.6 0.0 3.8 3.4 18.1 10.1 24.6 3.0 Men 8,6 3,8 Men College 6,2 100 17.0 0.2 24.6 8.6 6.2 20.1 22.7 0.4 No preference 24,6 Women 0,0 Masters college 0,0 0,2 100 28.3 0.1 11.8 6.0 12.8 15.8 23.0 1.9 Total No preference 36,6 preference 25,8 No 17,0 TABLE 25–QUALIFICATIONS ANDSKILLSREQUIREDFORVACANT POSITIONS(%) Source: AnkaraİPA 2014 FIGURE 13–QUALIFICATIONS ANDSKILLSREQUIREDFORVACANT POSITIONSBY GENDERPREFERENCE Source: AnkaraİPA 2014 Ability totravel Foreign language Sales andmarketing skills Project basedworking Ability towork overtime skills) Calculation (analytical making independent decision Problem solvingand Computer literacy Team work Physical aptitude and experience technical know-how Sufficient occupational/ Communication skills Work Ethics Skill Women 72 80 Work Ethics 68 62

Communication 48

skills 49

Sufficient 59 occupational/ 61

technical know-how 59 and experience 55 73 8.1 15.3 22.0 23.7 31.8 40.1 44.2 46.4 53.2 55.5 59.2 61.9 71.9 Physical aptitude % 64 53 61 Foreign language skills Sales andmarketing Computer literacy Ability totravel Project basedworking skills) Calculation (analytical making independent decision Problem solvingand Communication skills Ability towork overtime Team work ence know-how andexperi- technical Sufficient occupational/ Physical aptitude Work Ethics Skill Men Team work 51 46

Computer 14

literacy 33 44

Problem solving 33 and independent 39 decision making 40

Calculation 29 35 2.9 8.9 13.8 23.7 28.2 28.8 33.3 47.7 51.4 61.0 61.4 73.0 79.7 (analytical skills) % 32 51 Women Foreign language Ability totravel Sales andmarketing skills Project basedworking Computer literacy Calculation (analytical skills) Ability towork overtime independent decisionmaking Problem solvingand Communication skills Team work know-how andexperience nical Sufficient occupational/tech- Physical aptitude Work Ethics Skill Ability to work No preference

overtime 37 24

Project based 28

working 28 Men 22

Sales and 9

marketing skills 22 15 No preference Foreign language 3 13 8 24 12.9 16.2 21.5 27.5 33.2 35.4 36.8 39.3 49.4 50.6 58.5 63.7 68.0 Ability to travel % 16

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 39 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 40 Source: AnkaraİPA 2014 No. 6111, andface-to-facevisitstoenterprises byagencystaff. incentives packages madeavailable toemployers undertheomnibus Law dialogue between employers andthe agency, aswell astheemployment and which wasonly23%in2013, canbeattributed tothesignificantlyimproved social media.Theincrease intheproportionofemployers usingİŞKUR, considerable proportion of employers (38.6%) made use of web sites and most widespread way of finding staff was through İŞKUR. In addition, a half oftheemployers alsomadeuseofnewspaperadvertisements. Thethird the employers inAnkara2014madeuseoffriendsandfamily. Almost As forthechannelsthroughwhichvacanciesarefilled, morethanhalfof communication skillsandforeignlanguagearealsosoughtafterfrequently. pational/technical know-how and experience. Computer literacy, team work, most frequentlyrequiredbyemployers arework ethicsandsufficientoccu analytical skills. Inthecaseofcollegegraduates, the skills andqualifications cal know-how andexperience isinhighdemand,followed byteamwork and quired. For vocational high school graduates, sufficient occupational/techni sales andmarketing skills, analyticalskillsandcomputerliteracyarere significant increases in theproportions of positions for which team work, uates, communication skillsranksecondbehindwork ethics, andthereare tion skills(41.9%).Whenitcomestopositionsforregularhighschoolgrad cupational/technical know-how andexperience(51.5%), communica (72.3%), teamwork (52.9%),abilitytowork overtime (52.1%),sufficient oc most frequently called for were work ethics (73.7%), physical aptitude For positionsdemandingonlyaprimaryeducation orless, thequalifications should beclearerandmoredetailedwithrespecttothesequalifications. ent ways. Itisthereforeimportantthat thelanguage ofthequestionnaire ing may indicate that employers perceive these two qualifications in differ the vacantpositionsregardlessofexpectedlevel ofeducation. This find Work ethics and physicalaptitudewere very frequent requirementsforallof TABLE 26–QUALIFICATIONS ANDSKILLSREQUIREDFORVACANT POSITIONSBY LEVELOFEDUCATION (%) experience technical know-how and Sufficient occupational/ Foreign language Team work independent decisionmaking Problem solvingand Ability totravel Sales andmarketing skills Project basedworking Work ethics Communication skills Calculation (analyticalskills) Physical aptitude Ability towork overtime Computer literacy Skill 80.4 1.6 35.2 20.2 3.7 9.8 16.4 78.3 11.4 11.2 73.4 53.2 6.1

Apprenticeship 51.5 1.3 52.9 23.3 13.5 7.6 21.0 73.7 41.9 21.7 72.3 52.1 4.0

Primary school 50.2 10.4 58.0 41.1 16.7 27.2 23.1 73.7 70.4 36.1 66.5 39.1 39.4 Regular high school 73.0 5.4 68.5 37.8 19.6 7.8 37.4 81.8 53.0 40.3 75.6 46.0 28.6 Vocational high school 77.0 13.2 65.9 69.3 44.1 14.4 44.6 84.8 52.2 63.9 66.2 47.8 50.3 Community college 75.1 34.9 63.1 59.3 35.0 28.8 53.1 72.8 69.3 52.2 55.1 34.6 66.5

------College 78.2 52.8 78.2 31.0 52.8 21.8 52.8 52.8 74.6 52.8 78.2 52.8 78.2

Master’s degree 55.6 0.4 49.2 28.6 14.9 11.2 17.6 70.9 36.5 21.5 67.3 42.4 7.4

No preference 60.1 7.7 56.4 36.5 19.5 14.8 27.6 74.6 49.6 32.3 68.0 44.2 24.0

Total Source: AnkaraİPA 2014 TABLE 27–METHODSFORFILLINGVACANT POSITIONS(%) Source: AnkaraİPA 2014 POTENTIAL FORWOMEN (%) TABLE 28–METHODSOFFILLINGVACANT POSITIONSINTHE 20OCCUPATIONS WITHTHEGREATEST Private employmentagencies Web sitesandsocialmedia Family andfriends Newspaper advertisements İŞKUR Private employment agencies Web sitesandsocialmedia Family andfriends Newspaper advertisements İŞKUR and salesconsultants(Table 29). tisements were usedthemostfrequentlywere waiters, storeattendants, center staffandengineers. Theoccupations forwhichnewspaperadver- social mediaarewidelyusedinfillingpositionsforEnglishteachers, call is morecommontofindemployees viafriendsandfamily. Internetand For sewingmachineoperators, cleaningstaffandsimilaroccupations, it is apopularrouteformanual workers, pre-accountants, andsecuritystaff. occupations withthehighestpotentialforwomen’s employment,İŞKUR these two groupsintermsoftheorderchannelsused.Among20 no specificgenderpreference).Itturnsoutthereisdifferencebetween open towomen (i.e., forjobsinwhichemployers requirewomen orhave that have beenfoundtohave thehighestnumbers ofvacanciespotentially positions ingeneralandthoseusedtofillthe20occupations positions, acomparisoncanbemadebetween themethodsusedforvacant In ordertodevelop strategies regardingthemethodsusinginfillingvacant 7.6 38.6 51.3 47.8 44.0 7.3 39.7 54.0 49.3 46.2

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 41 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 42 highlighted bythequestiononpositionsthat arehardtofill. determined through the question on vacant positions with the occupations ments madeinthissectionhave beenreachedbymatching the occupations the sameasthosewithhighestnumbers ofvacantpositions. Theassess- 30, theoccupations inwhichmost positionsarehardtofillmoreorless of thepositionsthat were hardtofill.Ingeneral,ascanbeseenfromTable sales staff, and plant and machine operators accounted for more than 60% fill was higher than the number of vacant positions,. Artisans, services and main occupational groups, thenumber ofpositionsreported tobehard of thepositionsalreadyfilledaswell asthosecurrently vacant.Amongthe 15,103. Thismeansthat difficultieswere encounteredinrecruitingforsome number ishigherthanthenumber of positionscurrentlyvacant,whichwas In 2014,22,114positionsinAnkarawere reported tobehardfill.This 3.3. Occupationsthathavesomedifficultiesinfillingpositions Vacant PositionsthatareHardtoFill GREATEST POTENTIAL FORWOMEN (%) TABLE 29–METHODSOFFILLINGVACANT POSITIONSINEACHOFTHE20OCCUPATIONS WITHTHE Technical illustrator Computer engineer English teacher Store attendant Packaging worker (food) Sales representative Accountant Civil engineer Call centerstaff Pre-accountant Manual worker (general) Secretary Sewing machineoperator Elevator installer Cashier Waiter Nurse Cleaning staff Security staff Sales consultant 19.1 3.0 12.0 17.7 29.4 8.5 14.7 5.8 3.0 33.0 35.5 23.9 25.8 25.0 29.4 17.0 24.5 20.9 28.1 17.0 İŞKUR 27.0 6.2 20.9 67.7 34.8 30.6 26.2 18.3 22.0 20.6 17.5 22.6 21.3 25.0 36.9 36.5 26.9 21.0 27.4 21.1 ads Newspaper 29.5 25.4 9.6 14.5 26.0 31.0 26.4 21.0 17.4 27.1 30.8 24.3 38.6 25.0 20.2 31.4 28.1 45.3 21.6 26.9 family Friends and 19.4 37.0 33.6 0.0 9.8 29.9 25.2 35.7 57.5 15.6 13.6 27.2 14.3 25.0 13.6 14.0 12.3 11.3 22.9 26.7 media Websites, social 5.0 28.5 24.0 0.0 0.0 0.0 7.5 19.2 0.0 3.7 2.6 2.1 0.0 0.0 0.0 1.1 8.3 1.5 0.0 8.4 agency Private employment TABLE 30.POSITIONSTHAT AREHARDTO FILLBY OCCUPATIONAL GROUP Source: AnkaraİPA 2014 Source: AnkaraİPA 2014 TABLE 31–RANKINGOFSECTORS BY RATIO OFPOSITIONSTHAT AREHARDTO FILL TOTAL Managers Plant andmachineoperators andassemblers Technicians andsupportingprofessionals Artisans andrelated occupations Professional occupations Qualified agriculture, forestry, andaquacultureworkers Occupations requiringnoqualifications Service andsalesstaff Office servicestaff Occupation Electric, gas, steam andclimate controlproduction anddistribution Finance andinsurance Mining andquarrying Transportation andstorage Construction Other services Managerial andsupportservices Water supply;sewage, wastemanagementandtreatment Information andcommunications Culture, arts, entertainment,andsports Occupational, scientific, andtechnicalactivities Wholesale andretailtrade;motorlandvehicles andmotorbikes repair Real estate Education Hospitality andfoodservices Manufacturing Healthcare andsocialservices Sector bers ofwoman employees (Table 31). tios ofhard-to-fillpositionsarealsothosesectorswithrelatively highnum- more femalecandidates tovacantpositions, sincethesectorswithhighra- The data supports the finding that there is a high potential for directing ing, hospitalityandfoodservices, education, andrealestate, inthat order. basis, thehealthcareandsocialservicessectorisfollowed bymanufactur- regarding positions that are hard to fill. When the sectors are ranked on this words tomake comparisonsbetween occupations concerningthesituation rently working inthesector, Thisratio hasbeenusedtonormalize, inother the ratio ofpositionswhicharehardtofillthenumber ofpersonscur- woman employees. Theratio ofhard-to-fillpositionshasbeencalculated as care andsocialservices, whichisalsothesectorwithhighestratio of The sectorinwhichemployees aremostdifficulttofindinAnkaraishealth- 22,114 68 3,170 2,370 7,313 2,877 73 1,676 3,703 865 positions Hard-to-fill 14.8 18.3 19.6 20.1 24.0 25.9 27.7 30.0 33.1 34.4 34.9 35.1 39.4 41.2 47.1 52.1 57.9 % 100 0.3 14.3 10.7 33.1 13.0 0.3 7.6 16.7 3.9 % Share ofwomanemployees% 11.5 46.2 5.8 15.8 8.9 32.2 29.7 9.3 34.6 23.1 36.3 27.0 23.5 51.3 31.3 24.3 59.5 15,103 61 1,551 1,489 3,867 2,121 210 2,116 2,934 755 positions of vacant Total Number 100 0.4 10.3 9.9 25.6 14.0 1.4 14.0 19.4 5.0 %

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 43 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 44 Source: AnkaraİPA 2014 Source: AnkaraIPA 2014 TABLE 33–REASONSBEHINDDIFFICULTIES INFILLING POSITIONS(POTENTIAL OCCUPATIONS) % TABLE 32–REASONSBEHINDDIFFICULTIES INFILLING POSITIONS(ALLOCCUPATIONS) % sons fordifficultyinfillingpositionsalloccupations ingeneral. ees intheoccupations withpotentialforwomen’s employmentandtherea reflects thedifferencesbetween thereasonsfordifficultiesinfindingemploy in whichwomen’s employmentiscurrentlyhigh.Figure 13below clearly lack ofapplicantsarecitedwitharelatively low frequencyin theoccupations such as insufficient know-how and qualifications, insufficient experience or numbers ofvacanciesthaninotheroccupations. Ontheotherhand,factors in fillingvacantpositionsthoseprofessionswiththehighestpotential hours arecitedwithsignificantlygreater frequencyasreasonsfordifficulty conditions, working inshifts, difficultyincommuting andlengthofworking job applicantsandactualworking conditions. Low wages, dislike forworking There arealsosignshereofalargediscrepancy between theexpectations of women tendtofaceingeneral. tions can be taken as an indication of the poorer working conditions which fill postsandtheimportanceattached toreasonsrelated toworking condi- number ofwomen employees, thediversity ofreasonsgiven forinabilityto made fortheposition.Incaseof20occupations withthehighest tions, followed byinsufficientjobexperienceandalackofapplications son for the difficulties experienced in filling posts in all of these occupa- Insufficient occupational know-how andqualifications isthe leading rea- Long working hours Difficulty incommuting Working inshifts Low wages Dislike forworking conditions Insufficient experience Insufficient occupational skills/know-how No applicants Long working hours Difficulty incommuting Working inshifts Low wages Dislike forworking conditions Insufficient experience Insufficient occupational skills/know-how No applicants 5.0 11.6 8.0 28.1 25.3 60.3 71.1 35.8 - - 7.9 16.0 15.3 38.7 32.4 50.4 58.4 38.3 FIGURE 14–REASONSBEHINDDIFFICULTIES INFILLINGPOSITIONS Source: AnkaraİPA 2014 tions -namelysecuritystaff,salesconsultants, manual workers, andwaiters. with thehighestlevels ofdifficultyarealsothosewiththemostvacantposi emoployment. Once again, the occupations in whichpositionsarefilled cant positionsintheoccupations withthehighestpotentialforwomen’s Table 34shows thenumbers ofhard-to-fillpositionsandthenumber ofva Potential All - -

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 45 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 46 Source: AnkaraİPA 2014 mined through thequestiononexpectations ofemployment. sions identified throughthequestionon vacantpositionswiththose deter- ence for gender. These figures have been obtained by matching the profes- for thoseoccupations inwhichemployers primarilystate nospecificprefer - compared toanincreaseof 8,773formen.Theestimated increaseis6,535 are quitedifferent:employment ofwomen isexpectedtoincreaseby4,591 the top20occupations, expectations forwomen’s andmen’s employment positive pictureforpoliciesincreasingwomen’s employment.Within en employed inevery singleoneofthemainoccupational groupspaintsa sales staff. Thefactthat anetincreaseisanticipated inthenumber ofwom- ployment are expected to be seen among professionals and in services and Among themainoccupational groups, thelargestincreasesinwomen’s em- As aresult,anincreaseof5,000inwomen’s employment isanticipated. tions, this has been done by a process of matching theoccupations in question current ratios offemaleemployees acrossoccupations. Asinprevioussec pact ofthisincreaseonwomen’s employmentcanbecalculated usingthe ment, resultinginanetincreaseemploymentof29,222. Thepotentialim 36,968 newworkers willbeenteringand7,746peopleleaving employ According tothepredictionsofemployers inAnkaraasofJune 30th2015, is expectedtoIncreaseandDecrease 3.4. FutureTrends inEmployment/OccupationswhichEmployment TABLE 34–REASONSBEHINDDIFFICULTIES INFILLINGPOSITIONS(POTENTIAL OCCUPATIONS) Technical illustrator Computer engineer English teacher Store attendant Packaging worker (food) Sales representative Accountant Civil engineer Call centerstaff Pre-accountant Manual worker (general) Secretary Sewing machineoperator Elevator installer Cashier Waiter Nurse Cleaning staff Security staff Sales consultant Occupation 116 80 87 98 93 136 139 149 113 160 785 154 177 161 197 499 312 530 736 711 positions of vacant Number 8.7 5.0 7.4 5.8 16.8 3.3 1.3 3.1 15.5 8.1 3.1 2.3 10.3 45.6 6.0 6.5 12.0 1.5 3.1 6.2 (%) - - - 129 69 41 40 33 163 196 327 24 84 575 151 263 161 200 526 271 296 1009 701 positions to-fill of hard- Number 9.6 4.3 3.4 2.3 6.0 4.0 1.8 6.9 3.3 4.2 2.3 2.3 15.3 45.6 6.1 6.9 10.5 0.8 4.3 6.1 (%) TABLE 35–EXPECTEDCHANGEINEMPLOYMENT BY MAINOCCUPATIONAL GROUP Source: AnkaraİPA 2014 TOTAL Managers assemblers Plant andmachineoperators and professionals Technicians andsupporting Artisans andrelated occupations Professionals aquaculture workers Qualified agriculture, forestry, and qualifications Occupations requiringno Service andsalesstaff Office servicestaff Occupation groups only occupation forwhichanetdecreaseinemploymentisforeseen. the highestexpectedincreasesinemployment,whilecleaningstaffis women, saleconsultants, waitersandsecuritystaffaretheoccupations with positions inoccupations forwhichemployers generalstate apreferencefor in thenumber ofvacantpositionswillhave occurredin2015.Amongvacant If thepredictionsfortop20occupations holdtrue, asignificantincrease 36,968 168 5,574 3,010 9,025 4,450 50 7,898 5,689 1,103 increase Expected 7,746 73 202 438 723 568 4,863 752 127 decrease Expected 29,222 95 5,372 2,572 8,302 3,882 50 3,035 4,937 977 (NC) change Net 17.7 5.3 18.7 4.6 39.2 1.8 24.4 21.4 49.9 (RW) employees Ratio ofwomen 4,967 17 282 482 379 1,522 1 740 1,057 488 (NC*RW) change Expected

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 47 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 48 Kaynak: AnkaraİPA, 2014 OF VACANT POSITIONSBY GENDERPREFERENCE TABLE 36–NETEXPECTEDCHANGEINEMPLOYMENT INTHEOCCUPATIONS WITHTHEHIGHESTNUMBER Women Total staff accessories sales Garment and staff Meat packaging Security staff technician technology hardware/ Computer development staff Child Preschool teacher worker manufacturing Garment staff Public relations Waiter Accountant Cook workers (manual) manufacturing Other operator Sewing machine Cleaning staff Cashier Pre-accountant Call centerstaff Nurse Sales consultant Secretary Net change 4,591 16 79 1,043 22 2 2 23 24 1,397 235 286 64 181 -572 181 71 87 272 1i092 87 Men Sales consultant Smelter worker Aluminum joinery Furniture assembler Mechanical engineer Gas pumpattendant unloading) (Carrying, loading- Manual worker Drilling worker worker Steel construction Electrician (general) Plumber Security staff Driver-Transporter (wood) manufacturer Furniture Groundskeeper machine operator CNC milling Waiter electric) Welder (oxygenand welder Gas metalarc (general) Manual worker 8,773 1,092 112 177 172 198 79 94 121 266 725 175 1,043 451 410 45 222 1,397 435 551 1,009 change Net Software engineer Architect Marketing Technical illustrator Accountant Computer engineer English teacher Store attendant Packaging worker (food) Sewing machineoperator Sales representative Civil engineer Cashier Manual worker (general) Elevator installer Nurse Waiter Cleaning staff Sales consultant Security staff No preference 6,535 57 119 193 11 235 150 79 137 85 181 298 409 181 1,009 161 272 1,397 -572 1,092 1,043 change Net tions remains very low, indicating that factorsotherthan employer prefer- women among thosecurrentlyemployed inthemajority oftheseoccupa- their vacantpositionsisquite anencouragingfinding. However, theratio of The factthat employers have nogenderpreferenceforahighproportion of highest potentialcouldbe given priorityintheorganization ofsuch courses. guarantee ofemployment. Theoccupations identifiedabove ashaving the it willbebeneficialtodesignvocational trainingcourses, ifpossible witha experience insteadofformaleducation whenrecruitingforthesepositions, cations. Sinceemployers tend todemandoccupational know-how and ence areusuallyinoccupations requiringarelatively highlevel ofqualifi- ployment. Thepositionsforwhichemployers donotstate agenderprefer- have nogenderpreferencehave great potentialforimproving women’s em- to ensurethat women areselected forvacantpositionswhichemployers the demandfor woman employees will double. Itthuisemerged that efforts current male/femaleratio inemployment intheoccupations inquestion, ments for“nopreference”positionsaremadeina way that preserves the that they had no gender preference. It was calculated that even if job place- ants, andcleaningstaff. For theseoccupations, employers generallystated highest potentialforwomen inAnkarawere securitystaff,salesconsult- use ofalternative scenarios, itwasfoundthat thethreeoccupations withthe qualifications and skills required for these positions analysed. Through the tential in terms of improving women’s employment were identified, and the women inthesepositions in Ankara. The occupations withthehighest po- tions inordertomake acontribution topoliciessupporttheplacementof study analysedtheoccupations withthehighestnumber ofvacant posi- Making useofthelabourdemanddata for2014generated by İŞKUR,the ture, artsandentertainment,inmanagerialsupportservices. social services, in real estate, in information and communications, in cul- of 60%orabove, forpositionsintheeducation sector, inhealthcareand clared. The“nopreference”optionwasthedominantchoice, withashare For theremaining5,622positions(37.2%),nogenderpreferencewasde- ferred for1,384(9.2%)ofthevacantpositions, andmenfor8,097(53.6%). Employers’ responsestothisquestionnaire showed that women were pre- positions wasincludedinthequestionnaireforfirsttime2014. groups. Aquestionregardingthepreferredgendersofcandidates forvacant reported atotalof15,103openpositonsinvarioussectors andoccupational According toİŞKURLabourMarket Analysisfor2014,employers inAnkara hand, isvery small. dustry isslightlybelow theaverage. Theshareofagriculture, ontheother sector inAnkaraiswell above thenational average, whiletheshareofin- 2.8%. When compared to the rest of the country, the share of the services is 71.5%,theshareofindustry25.7%andagricultureonly services alsocarrygreater weight. Theshareofservicesingrossvalueadded economy ofAnkarawhencomparedtoTurkey ingeneral.Constructionand Public administration andeducation carrynotably greater weight inthe employment. the LabourMarket DemandSurvey insuchawayastosupportwomen’s province andforplacingwomen inthevacantpositionsidentifiedthrough been developed forincreasingthedemandwoman employees inthe Survey conductedbyİŞKUR.Inthelightofthisassessment,proposalshave ployees usingthedata fromthe20141stPeriod LabourMarket Demand market inAnkaraconjunctionwiththedemandformaleandfemaleem- This study has examined the demographic characteristics of the labour CONCLUSIONS ANDPROPOSALS

ANALYSIS OF ANKARA LABOR MARKET FROM A GENDER EQUALITY PERSPECTIVE 49 MORE AND BETTER JOBS FOR WOMEN: WOMEN’S EMPOWERMENT THROUGH DECENT WORK IN TURKEY 50 tation servicesfor staff inallworkplaces, especiallythosewhere employees of commuting are invoked, could be to encourage the provision of transpor- gard. Anadditional contribution, given thefrequency withwhichproblems cooperation between relevant institutions on steps to be taken in this re- part invocational trainingcourses, andtocontribute toandparticipate in spect aretoensurethat servicesofthiskindareavailable towomen taking gains inthemeanwhile. Thefirstactions which İŞKUR can take in this re- bring aboutcriticalprogressinthisdirectionwhile achievingpractical However, policiesofstrengtheningandexpandingsocialcareservicescould mindset transformation inthis areamayrequirelong-termchanges. by women, astheseservicesareunpaidand have no“market value”.A centrations of women lies the invisibility of domestic care servicesprovided ing conditionsandthelow wagescommon inoccupations withhighercon- tions (suchaschildcare)cometothefore. At thevery coreofthepoorwork- of creating conditionsthat make iteasiertomanagework andfamilyobliga - ployment isvery importantinthiscontext. Onceagain,thevitalimportance Improving working conditionsinsuch awayastofacilitate women’s em- muting andlow wages. with highpotentialforwomen’s employmentalongwithdifficultiesincom- market, but totheunsuitable working conditionsandhoursinoccupations not duetotheincompatibility between demandand supplyinthelabour potential forwomen’s employment.Theseresultsshow that theproblem is ly tobecitedinrespectofhard-to-fillpositionsoccupations withhigh and skills”,“insufficientjobexperience”lackofapplicantsarelesslike- On the other hand, reasons such as “insufficient occupational know-how ties incommuting (16%vs. 12%),andlengthofworking hours(8%vs. 5%). ing conditions(32%versus 25%),working inshifts(15%vs. 8%),difficul - all occupations onaverage (28%).Thisalsoholdstrue for dislike forwork- in fillingpositionsoccupations withahighpotentialforwomen thanin tions. Low wagesarecitedmorefrequently(39%)asa reasonfordifficulties occupations with high potential for female employment and other occupa- reasons forthedifficultiesexperiencedinfillingsuchpositionsbetween the As a result, a significant difference has been found in the distribution of the reason, this study has also reviewed th vacant positions that are hard to fill. hind thelow proportionsofwomen working insuchoccupations. For this cupations forwhichwomen arepreferred,otherfactorslikely tobe- ployers have nogenderpreferences aresimilar to thoseforpositionsinoc- As therequiredqualifications forpositionsinoccupations for whichem- no majordifficulty. qualifications whichemployers requireforthesepositions, thereshouldbe and reduceunemploymentamongwomen. From thepointofview high potentialforwomen’s employmentinordertoincrease place woman candidates in positions in those occupations which have a question. Thesefindingsdemonstrate thegreat importanceofeffortsto ment andtoreduce the currentgender segregation intheoccupations in This will help both to realize the potential increase in women’s employ- tions forwhichwomen arepreferredbut alsoto“nopreference”positions. important that İŞKURshoulddirectfemalejobcandidates notonlytoposi- construed asfactorsobstructingwomen’s employment.Accordingly, itis concluded that thequalifications requiredforvacantpositionscannotbe for policiesfavoring theplacementofwomen inthesepositions. Itcanbe positions forwhichwomen arepreferredindicates asignificant potential preference is stated follow much the same order as the qualifications for The factthat thequalifications requiredforpositionswhichnogender quired for positions for which men and women are specifically preferred. required for“nopreference”positionswere firstcomparedwiththosere- ences arealsoat work. Inordertoidentifythesefactors, thequalifications forms neededformakingapplications totheagency. about İŞKURactivitiesandtoenhancetheaccessibly ofdocumentsand women. Therefore, itmaybeusefultoincreaseeffortsinformemployers more commonmethodoffindingworkers, especiallyforpositionsopento positive situation even more. However, usingfriendsandfamilyisstilla potential forwomen’s employment.Effortneedstobemadeimprove this portion ishigherthanaverage inthecaseofoccupations withimportant in ordertorecruitemployees isquitehigh.Italsoobserved that thispro- that theproportionofemployers utilizingtheservicesprovided byİŞKUR Finally, thedata ontherecruitment channelsusedbyemployers indicates relevant authoritiestoensureimprovements inthisarea. public transport,whichissovitalforurbanliving,andcooperate withthe work inshifts, and to speakup about the importance in this connection of

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