From commitment to action: A path to progress

More than a century ago, the International Labour Organization (ILO) established a global benchmark: equal pay for work of equal value. Enshrined in ILO Convention No. 100, this principle is not merely aspirational—it is a binding commitment. Yet today, women in every country, including Türkiye, continue to earn less than men for the same or comparable work. This persistent inequality is not only unjust; it is also inefficient and economically short-sighted.

The gender pay gap, the average difference in earnings between women and men, persists globally, with variations across regions and sectors. In 2024, female workers earned just 77.4 cents for every dollar earned by their male counterpart[1]. At the current pace, it could take more than a century to close this gap[2]. Beyond national averages, gender pay disparities vary widely by sector, occupation, and employment type. For example, a joint ILO–WHO global study revealed that even in the health and care sector—where women represent the majority of workers—women earn on average 24% less than men[3], even when education, job level, and experience are considered.

This inequality is driven and gets exacerbated by multiple, deeply rooted causes. These include horizontal and vertical occupational segregation, where women are overrepresented in lower-paid roles and underrepresented in leadership; the undervaluation of work typically performed by women; persistent gender-based discrimination in hiring, promotion, and wage-setting practices; and the unequal the unequal responsibility of care and domestic work, which restrict women’s labour force participation and career advancement.

Although many countries, including Türkiye, have adopted equal pay legislation and ratified the ILO Equal Remuneration Convention, 1951 (No. 100), multiple challenges remain, including uneven enforcement. The Convention obliges ratifying States to ensure the application of the principle of equal remuneration for men and women workers for work of equal value through national laws, policies, wage-setting mechanisms, and practices. Global initiatives such as the Equal Pay International Coalition (EPIC) are helping to accelerate progress, yet closing the gap fully will require stronger policies on pay transparency, social dialogue, and tackling structural inequalities. 

The gender pay gap denies women’s financial autonomy, undermines families’ economic resilience, and stifles national productivity. It reduces women’s lifetime earnings and access to pensions and social protection, while increasing poverty risks. For countries, underpaying or underutilizing women means wasting half of their economic potential. Closing the gap boosts GDP, improves labour market efficiency, and supports inclusive, sustainable growth—making equal pay not just fair, but economically essential for Türkiye and the world.

Persistent challenges despite legal and policy advances

Türkiye’s legal framework provides a solid foundation for addressing gender-based pay disparities. The Constitution and Labour Law prohibit wage discrimination, while Law No. 6701 strengthens anti-discrimination measures. Key policy documents—such as the 12th Development Plan, National Employment Strategy, and Women’s Empowerment Action Plan—highlight equal pay as essential to gender equality and aim to boost women’s labour force participation.

Yet, significant disparities persist in the labour market. Turkish Statistical Institute’s (TÜİK) 2024 Women in Statistics bulletin[4] reveals that the gender pay gap remains substantial—even among the most educated. Women with a university degree earn, on average, 17.4% less than their male counterparts, while those with only primary education earn 13.2% less. 

Caregiving responsibilities—exacerbated by inadequate care infrastructure and the lack of supportive policies—continue to disproportionately limit women’s earnings and career progression. A key and persistent contributor to this inequality is the motherhood wage penalty, reflecting the economic disadvantage women face due to caregiving. Women with children earn, on average, 11% less than those without in Türkiye[5]. Without targeted measures—such as affordable childcare, shared parental leave, and work-life balance policies—closing the gender pay gap, particularly the motherhood penalty, will remain out of reach.

In January 2025, Türkiye joined the Equal Pay International Coalition (EPIC)—a global initiative co-led by the ILO, UN Women, and the OECD. EPIC brings together governments, employers, and workers to advance gender pay equality, in line with Sustainable Development Goal 8.5. Türkiye’s accession to the coalition reaffirms its commitment to ensuring equal pay for work of equal value and fostering inclusive economic growth in accordance with international labour standards.

To translate evidence into lasting change, Türkiye can take bold and coordinated action to close the gender pay gap. This includes enacting pay transparency legislation, mandating regular gender pay assessments by large employers, expanding access to affordable and quality childcare, promoting inclusive and non-transferable parental leave, institutionalizing equal pay audits, and strengthening social dialogue through robust tripartite mechanisms.

In addition, efforts must address the deeper structural barriers that sustain the gender pay gap. This includes promoting women’s access to higher-paying, male-dominated sectors, revaluing care and social service jobs, and ensuring equal opportunities for training and promotion. Combating bias in wage-setting and redistributing unpaid care through policies like universal childcare and shared parental leave are also key to achieving equality at work.

Both in Türkiye and globally, the tools to advance equal pay are within reach. We have the data, the policy frameworks, and the global partnerships—including Türkiye’s recent membership in the Equal Pay International Coalition (EPIC)—to turn commitment into progress.

The ILO stands ready to accompany Türkiye in advancing this agenda. Equal pay is not a choice, it is a fundamental right. The time to realize it is now.

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[1] International Labour Organization. (2025, April). Women and the economy: 30 years after the Beijing Declaration (IWD_STATISTICS_GEDI_EN). Geneva: ILO

[2] International Labour Organization. (2018). Global Wage Report 2018/19: What lies behind gender pay gaps. International Labour Office.

[3] International Labour Organization & World Health Organization. The Gender Pay Gap in the Health and Care Sector: A Global Analysis in the Time of COVID-19, 2022.

[4] Turkish Statistical Institute (TÜİK). Women in Statistics – 2024. 

[5] International Labour Organization (ILO) & Directorate General of Turkish Statistics (TÜİK). (2020). Measuring the gender wage gap: Türkiye case. International Labour Office.