Business World Mobilizes for Equitable Practices in the Covid-19 Pandemic

"Research on the Impact of the Covid-19 Pandemic on Female Workers Released. Business Takes Action on Egalitarian Practices During the Covid-19 Pandemic." The findings of the "Impact of the Covid-19 Pandemic on Female Workers" research, prepared in collaboration with TÜSİAD, TÜRKONFED and the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) Turkey to understand the potential effects of the Covid-19 pandemic on the private sector from a gender perspective, were shared with the public. Assoc. Prof. Dr. Emel Memiş, Faculty Member of Ankara University Faculty of Political Sciences, conducted the research and it was prepared based on a survey conducted among businesses. The research aims to understand the potential effects of the Covid-19 pandemic on the private sector from a gender perspective and to contribute to the development of policies that will ensure gender equality in the private sector during crises. The opening remarks of the meeting were delivered by UN Women Turkey Country Director Asya Varbanova, TÜRKONFED Board Chair Orhan Turan and TÜSİAD Board Chair Simone Kaslowski.

Simone Kaslowski: "We cannot emerge from any crisis by leaving half of society behind"

"In crises, epidemics and natural disasters, women and men are affected differently. Research shows that in such crisis periods and afterwards, women are more negatively affected than men. This also applies to the COVID-19 pandemic. With the COVID-19 measures, as remote work and time spent at home increase, the care obligations on women and girls and the time spent on housework also increase. Moreover, women and girls increasingly have to cope with domestic violence. If we do not address these problems, gender inequalities will deepen. While we need to advance the achievements gained through major struggles for women's rights and social transformation, we cannot allow the crisis to take us away from this goal. We cannot emerge from any crisis by leaving half of society behind."

Orhan Turan: "Together, men and women have the power to transform life"

"While the COVID-19 pandemic creates economic, social and societal uncertainties, it also opens the doors to a major transformation. Those who manage the crisis with a participatory, inclusive and egalitarian understanding know that the light at the end of the tunnel is truly an exit. We can make 100 percent of our potential the subject of our development journey through an equal and fair system. During the pandemic period, especially the workload on women who support work, home, childcare and elderly care as well as children's education needs to be lightened. We can achieve mental and cultural change on the basis of gender equality through systemic transformation, particularly in education. Full participation of society—100 percent—is important for social welfare. The full, 100-percent equal participation of women in all areas of life is essential for social welfare. With the construction of a fair system based on gender equality rather than positive discrimination, men and women together have the power to transform life."

Asya Varbanova: "Women experienced 1.1 million job losses"

UN Women Turkey Country Director Asya Varbanova, who gave opening remarks at the meeting, said: "COVID-19 has deepened existing inequalities in the labor market. The pandemic had particularly negative effects on women's jobs, careers and incomes. April 2020 data shows that women experienced 1.1 million job losses, while this figure was 1.5 million for men. While it may appear that fewer women lost their jobs, considering that women's labor force participation rates are lower compared to men, women experienced a significant job loss." Emphasizing that governments, companies, employers, employee organizations, civil society organizations and academia—all stakeholders—need to produce transformative policies to achieve women's economic empowerment and gender equality, Varbanova thanked TÜSİAD and TÜRKONFED for their work on gender equality in particular.

Dan Seymour: "COVID-19 is a call to action for all of us, an opportunity to fix existing problems"

UN Women Strategic Partnerships Director Dan Seymour, who emphasized the importance of women's leadership in managing the COVID-19 crisis from a gender equality perspective, said: "COVID-19 has further deepened existing inequalities regarding violence against women and economic empowerment. The effects of the crisis are felt more acutely by women. Women face serious difficulties in matters such as domestic care, work-life balance and career. COVID-19 is a call to action for all of us, an opportunity to fix existing problems." Reminding that the private sector needs to work accountably and in a problem-focused manner to solve existing problems, Seymour added that UN Women will continue to be an important partner in this regard. Following the opening remarks, the findings of the "Impact of the Covid-19 Pandemic on Female Workers" research, in which a total of 339 companies participated, were shared with participants by Assoc. Prof. Dr. Emel Memiş, Faculty Member of Ankara University Faculty of Political Sciences. The event continued with the panel titled "Is It Possible to Manage the Crisis Equitably?" moderated by TÜSİAD Board Member and Social Policies Round Table Chair Nüket Küçükel, with the participation of TÜRKONFED Board Vice Chair and Women in Business Commission Chair Reyhan Aktar and UN Women Programme Manager Zeliha Ünaldı. In the panel, recommendations for adopting gender-sensitive interventions during the Covid-19 process were shared in light of the research findings.

Key findings of the research are as follows:

During Covid-19, the main problems experienced by male and female workers differ from each other

Looking at the 3 main issues that male and female workers perceived as problems during the Covid-19 period; 99 percent of women cited increasing housework and care responsibilities, 97 percent cited increasing workload from remote/home work, 95 percent cited anxiety, psychological stress and burnout, while 74 percent of men cited insufficient wages/income during the pandemic period, 69 percent cited limited access to communication and information technologies and 65 percent cited psychological stress and burnout.

The largest difference in the problems experienced by male and female workers is related to work-life balance and increasing violence

The research showed that the largest difference in the problems experienced by male and female workers is related to work-life balance and increasing domestic violence. Among the problems commonly reported by female workers in nearly all participating businesses (99 percent) were difficulties due to increasing housework and childcare/elderly care/sick care, while this problem was reported by men in 25 percent of businesses. While female workers in 89 percent of businesses noted that domestic violence had increased, men pointed to this problem in 19 percent of businesses.

Insufficient measures are being taken to address the problems faced by women during Covid-19

Since the Covid-19 pandemic and related restrictions began, 76 percent of participating businesses stated they took special measures to reduce worker stress and support overall well-being, but only 26 percent reported taking special measures for female workers. In addition, the proportion of companies collecting data on work-life balance was 14 percent, the proportion of companies conducting internal communication was 13 percent, and the number of companies taking special measures on this issue was 3. Similarly, the proportion of companies collecting data on domestic violence was 1.5 percent, the proportion conducting internal communication was 6 percent, and the number of companies taking special measures was 1.

As the equality index value increases, the tendency to take measures increases

An equality index was created within the scope of the research, and this index considered the criteria of making commitments/being signatories to equality principles, conducting collaborative work in equality activities and providing equal representation in managerial positions. As the equality index value increases, companies show an increasing tendency to take measures against the effects of the COVID-19 pandemic with regard to work-life balance against increased workload and measures against domestic violence. Following the research presentation, the meeting continued with the keynote address by UN Women Strategic Partnerships Director Dan Seymour titled "The Role of the Private Sector in Women Emerging Stronger from the Crisis and International Good Practice Examples."

Recommendations presented in the research

Recommendations for gender-sensitive interventions;

1. Making crisis effects visible: Regular collection of sex-disaggregated data and information on the effects of the pandemic
2. Crisis-resilient egalitarian interventions: Companies planning strategic (egalitarian and transformative) interventions that address the practical needs of employees during crisis periods without deepening gender inequalities
3. Promoting the Use of the "Equality Index": Expanding the use of the "Equality Index" and its components (WEPs commitment, number of female managers, etc.) created with this research data by businesses in evaluating their interventions during the Covid-19 process from a gender equality perspective
4. Increasing Partnerships: Cooperating with external stakeholders (government and other companies) and NGOs
5. Reviewing legislation on gender-sensitive support mechanisms and policies
6. Mobilizing society and raising public awareness: Mobilizing role models in the business, art and sports worlds to increase awareness, address gender-based violence and strengthen prevention-oriented messages in this field through partnerships and collaborations

Recommendations for national legislation and policies:

1. Gender equality should be included as a target in key documents that determine national policies and strategies
2. Gender equality should be ensured in incentive and support packages prepared during the pandemic period and generally during crisis periods: For example, care leave for parents, flexible work arrangements and applications providing access to services should be included in incentive packages, or relief and incentive packages should be designed taking into account their possible effects on work-life balance, etc.
3. Assessing the Effects of Permanent Changes in Work Models on Gender Equality: The possibility of permanent transition to remote work after COVID-19 measures should be discussed and addressed in all its dimensions; it should be recognized that remote/home work creates different challenges and needs for women.
4. Examining successful international practices in combating inequality in home and care responsibilities and creating comprehensive policy steps and setting targets.
5. Expanding care services, particularly childcare institutions, under the objective of reconciling work and family life, as in international examples and as stated in national policy documents.