Equbusiness book VERSION 28SEPT2023 - Flipbook - Page 122
still impact the inclusion of women on boards, often requiring targeted policies to increase diversity.
The moderate masculinity score suggests that Türkye is in a transitional phase, where both traditional
competitive traits and modern inclusive values coexist. This can create opportunities for advancing
gender diversity on boards. While there is a cultural appreciation for success, the balanced approach
allows for greater acceptance of gender diversity initiatives, as caring and collaborative traits are also
recognized. The moderate score indicates evolving cultural norms that can support the inclusion of
women in leadership positions, as organizations start to value a mix of masculine and feminine traits in
their leaders. (Carrasco et al., 2021)
Its high uncertainty avoidance (85) shows a preference for rules and structured environments (The
Culture Factor Group, sd). The high uncertainty avoidance in Türkye suggests that organizations are
likely to favor structured and well-defined diversity programs. Clear guidelines and policies are
essential to gain acceptance and compliance. Organizations may rely heavily on formal mechanisms,
such as quotas or diversity mandates, to promote gender diversity. These measures help reduce
uncertainty and provide a clear framework for action. While formal policies can support gender
diversity, there may be cultural resistance to change, especially if it disrupts established norms. Efforts
to improve gender diversity must be carefully managed to align with cultural expectations and reduce
perceived risks. (Carrasco et al., 2021)
Moderate long-term orientation (46) suggests a balance between short-term and long-term planning
(The Culture Factor Group, sd). Thus, Turkish organizations may prioritize immediate actions and visible
results in their efforts to improve gender diversity. Quick wins and short-term goals are likely to be
emphasized. There may also be a stronger influence of traditional gender roles, which can impact the
pace of change in gender diversity on boards. Efforts must be culturally sensitive and consider existing
norms. Promoting gender diversity may require strong advocacy and efforts to highlight the immediate
benefits, as long-term advantages may be less persuasive in a short-term oriented culture. (Carrasco et
al., 2021)
Türkiye9s moderate indulgence (49) indicates a balanced approach to leisure and control (The Culture
Factor Group, sd). The score supports the implementation of balanced gender diversity policies that
respect traditional values while also promoting inclusivity and personal well-being. The cultural
tendency towards both restraint and indulgence can create an environment where gender diversity
initiatives are supported as part of a broader commitment to improving workplace satisfaction and
quality of life. Efforts to improve gender diversity may need to navigate traditional norms while
promoting the benefits of a more inclusive and diverse corporate board. Emphasizing the positive
impact on overall organizational well-being can help gain broader acceptance. (Carrasco et al., 2021)
9.4. OTHER RELEVANT ASPECTS
Another factor is religion, which may negatively affect female board appointments (Chizema,
Kamuriwo, & Shinozawa, 2015). Religion plays a role in maintaining the status quo regarding gender
inequality (Woodhead, 2006). 8Religion matters, not only for cultural attitudes but for the opportunities
and constraints on women's lives, such as the ratio of females to males in educational enrolment, the
female adult literacy rate, the use of contraception as well as for opportunities for women in the paid
workforce9 (Ingelhart & Norris, 2003).
