{"id":151812,"date":"2022-03-05T19:34:54","date_gmt":"2022-03-05T16:34:54","guid":{"rendered":"https:\/\/www.enerjigazetesi.ist\/?p=151812"},"modified":"2022-03-05T19:38:13","modified_gmt":"2022-03-05T16:38:13","slug":"turkiyede-ucretlendirmede-cinsiyet-ayrimi-ile-ilgili-5-carpici-gercek","status":"publish","type":"post","link":"https:\/\/www.enerjigazetesi.ist\/en\/turkiyede-ucretlendirmede-cinsiyet-ayrimi-ile-ilgili-5-carpici-gercek\/","title":{"rendered":"(Turkish) T\u00fcrkiye\u2019de \u00dccretlendirmede Cinsiyet Ayr\u0131m\u0131 ile \u0130lgili 5 \u00c7arp\u0131c\u0131 Ger\u00e7ek"},"content":{"rendered":"

Sorry, this entry is only available in Turkish<\/a>. For the sake of viewer convenience, the content is shown below in the alternative language. You may click the link to switch the active language.<\/p>

<\/p>\n

Lider k\u00fcresel insan kaynaklar\u0131 ve y\u00f6netim dan\u0131\u015fmanl\u0131\u011f\u0131 firmas\u0131 Mercer T\u00fcrkiye\u2019nin d\u00fcnya genelinde e\u015fit bir cinsiyet dengesi i\u00e7in fark\u0131ndal\u0131k yaratmak amac\u0131yla ger\u00e7ekle\u015ftirdi\u011fi ara\u015ft\u0131rmalardan derledi\u011fi sonu\u00e7lar, \u00fccretlendirmedeki cinsiyet ayr\u0131m\u0131yla ilgili ger\u00e7eklere dikkat \u00e7ekiyor.<\/strong><\/h2>\n

Firmalar\u0131n de\u011fi\u015fen i\u015f g\u00fcc\u00fcn\u00fcn sa\u011fl\u0131k, varl\u0131k ve kariyer<\/strong> alanlar\u0131ndaki ihtiya\u00e7lar\u0131n\u0131 y\u00f6netmeleri i\u00e7in \u00e7\u00f6z\u00fcmler sunan ve dan\u0131\u015fmanl\u0131k veren Mercer,<\/strong> kad\u0131n\u0131n i\u015fg\u00fcc\u00fcne ve \u00e7al\u0131\u015fma hayat\u0131na kat\u0131l\u0131m\u0131 ile f\u0131rsat e\u015fitli\u011fine dikkat \u00e7ekmek amac\u0131yla T\u00fcrkiye\u2019deki \u00fccretlendirmelerde ortaya \u00e7\u0131kan cinsiyet \"\"ayr\u0131m\u0131na y\u00f6nelik sonu\u00e7lar\u0131 a\u00e7\u0131klad\u0131.<\/strong><\/p>\n

– Y\u00f6netici pozisyonlar\u0131:<\/strong> Kad\u0131nlar\u0131n yeterince yer alamad\u0131\u011f\u0131 y\u00f6netici pozisyonlar\u0131nda en d\u00fc\u015f\u00fck temsiliyet sigorta ve \u00fcretim sekt\u00f6rlerinde \u00f6ne \u00e7\u0131k\u0131yor<\/strong>. Y\u00fczde 9\u2019luk<\/strong> oranla sigorta sekt\u00f6r\u00fc ve y\u00fczde 13\u2019l\u00fck<\/strong> oranla \u00fcretim sekt\u00f6r\u00fc dikkat \u00e7ekiyor.<\/p>\n

– Y\u00fczde 61 ile<\/strong> insan kaynaklar\u0131, ileti\u015fim ve kurumsal ili\u015fkiler ilk s\u0131rada yer al\u0131rken, y\u00fczde 50\u2019lik<\/strong> oran ile kalite y\u00f6netimi pozisyonlar\u0131 kad\u0131nlar\u0131n y\u00f6netici pozisyonundaki en g\u00fc\u00e7l\u00fc temsil edildi\u011fi alanlar olarak kar\u015f\u0131m\u0131za \u00e7\u0131k\u0131yor.<\/strong><\/p>\n

– Dijitalle\u015fen d\u00fcnyada kad\u0131nlar\u0131n \u2018Bilgi Teknolojileri<\/strong>\u2019 ve \u2018Veri Analiti\u011fi<\/strong>\u2019 gibi i\u015f ailelerine kar\u015f\u0131l\u0131k gelen rollerde yeterince temsil edilmedi\u011fi g\u00f6r\u00fcl\u00fcyor<\/strong>. Kad\u0131nlar\u0131n temsil oran\u0131, bilgi teknolojilerinde y\u00fczde 25<\/strong>, veri analiti\u011finde ise y\u00fczde 32 olarak kar\u015f\u0131m\u0131za \u00e7\u0131k\u0131yor.<\/strong><\/p>\n

– Piyasadaki t\u00fcm unvanlar ve kariyer seviyeleri dikkate al\u0131nd\u0131\u011f\u0131nda, t\u00fcm unvanlarda erkek \u00e7al\u0131\u015fanlar\u0131n kad\u0131nlardan daha fazla \u00fccretlendirildi\u011fi dikkat \u00e7ekiyor<\/strong>. \u00d6zellikle, k\u0131demli y\u00f6netici ve \u00fcst y\u00f6netim rollerine bakt\u0131\u011f\u0131m\u0131zda<\/strong>, kad\u0131n ve erkek \u00e7al\u0131\u015fanlar\u0131n ald\u0131klar\u0131 \u00fccretlerdeki fark\u0131n daha da b\u00fcy\u00fcd\u00fc\u011f\u00fc g\u00f6zlemleniyor.<\/strong><\/p>\n

– Genel M\u00fcd\u00fcr pozisyonundaki kad\u0131n \u00e7al\u0131\u015fanlar\u0131n piyasan\u0131n y\u00fczde 22 alt\u0131nda, erkek \u00e7al\u0131\u015fanlar\u0131n ise piyasan\u0131n y\u00fczde 9 \u00fczerinde konumland\u0131r\u0131ld\u0131\u011f\u0131<\/strong> g\u00f6r\u00fcl\u00fcyor. Genel M\u00fcd\u00fcr\/CEO d\u00fczeyindeki kad\u0131nlara erkeklere g\u00f6re yakla\u015f\u0131k y\u00fczde 30 daha az \u00f6deme yap\u0131l\u0131yor.<\/strong><\/p>\n

\u015eadiye Az\u0131\u015f\u0131k K\u0131lc\u0131gil: \u201c<\/em><\/strong>Toplum genelinde daha anlaml\u0131 ve etkili de\u011fi\u015fiklikler<\/strong> yaratmak gerekiyor\u201d<\/em><\/p>\n

Yaln\u0131zca \u015firket i\u00e7inde de\u011fil toplum genelinde daha da anlaml\u0131 ve etkili de\u011fi\u015fiklikler yaratmak gerekti\u011fine dikkat \u00e7eken Mercer T\u00fcrkiye Kariyer B\u00f6l\u00fcm\u00fc \u00dclke Lideri \u015eadiye Az\u0131\u015f\u0131k K\u0131lc\u0131gil,<\/strong> \u201cArt\u0131k T\u00fcrkiye\u2019de cinsiyet e\u015fitli\u011fi<\/strong> konusunda ger\u00e7ek\u00e7i olman\u0131n zaman\u0131 geldi. D\u00fcnya genelinde bug\u00fcn\u00fcn kurumsal liderleri, \u00e7e\u015fitlilik \u00f6zelli\u011fine sahip ekiplerin kurumlara de\u011fer katt\u0131\u011f\u0131n\u0131 ve daha e\u015fit bir cinsiyet dengesine sahip \u015firketlerin<\/strong> sahip olmayanlardan \u00f6nemli \u00f6l\u00e7\u00fcde daha iyi performans g\u00f6sterdi\u011fini kabul ediyor<\/strong>. Cinsiyet e\u015fitli\u011fi konusunda fark\u0131ndal\u0131k artmas\u0131na ra\u011fmen, uygulamalarda geli\u015fmesi gereken daha \u00e7ok nokta var. Bu konuda \u015firketlerin, art\u0131k net sonu\u00e7lar i\u00e7eren,<\/strong> uygulamaya y\u00f6nelik ad\u0131mlar atmas\u0131na ihtiya\u00e7 oldu\u011funu g\u00f6r\u00fcyoruz. \u0130\u015f d\u00fcnyas\u0131ndaki de\u011fi\u015fim ile toplumsal de\u011fi\u015fimin kesi\u015fmesi<\/strong>, kar\u015f\u0131la\u015f\u0131lan zorluklar\u0131n \u00fcstesinden gelmek konusunda kritik \u00f6nem ta\u015f\u0131yor<\/strong>. \u0130\u015fyerinde<\/em> kad\u0131nlara erkeklerle ayn\u0131 f\u0131rsatlar\u0131n tan\u0131nmamas\u0131, i\u015f, terfi veya \u00fccretlendirme gibi konularda bilin\u00e7siz ve \u00f6nyarg\u0131l\u0131 politikalarla toplu olarak m\u00fccadele edebiliriz\u201d<\/em> dedi.<\/strong><\/p>","protected":false},"excerpt":{"rendered":"

Sorry, this entry is only available in Turkish. For the sake of viewer convenience, the content is shown below in the alternative language. You may click the link to switch the active language. Lider k\u00fcresel insan kaynaklar\u0131 ve y\u00f6netim dan\u0131\u015fmanl\u0131\u011f\u0131 firmas\u0131 Mercer T\u00fcrkiye\u2019nin d\u00fcnya genelinde e\u015fit bir cinsiyet dengesi i\u00e7in fark\u0131ndal\u0131k yaratmak amac\u0131yla ger\u00e7ekle\u015ftirdi\u011fi ara\u015ft\u0131rmalardan […]<\/p>\n","protected":false},"author":19,"featured_media":151859,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[53],"tags":[101457,56443,101459,101458,59500,62899,52820,101439,101460],"views":106,"_links":{"self":[{"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/posts\/151812"}],"collection":[{"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/users\/19"}],"replies":[{"embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/comments?post=151812"}],"version-history":[{"count":0,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/posts\/151812\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/media\/151859"}],"wp:attachment":[{"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/media?parent=151812"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/categories?post=151812"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/tags?post=151812"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}