AGEISM AND GLASS CEILING: BARRIERS TO ADVANCEMENT FOR WOMEN IN TURKISH BANKING

Abstract

Purpose- The Turkish banking industry is known for its dynamism, where customer issues demand swift resolution, decisions must be made expeditiously, and employees are persistently pressured to meet targets. This engenders a highly stressful and demanding work environment. This paper examines the role of ageism in this industry, emphasising how gender and age-related biases intensify the “glass ceiling” as a chronic syndrome for employees. The objective of the research is to comprehend the impact of these biases on women across different age groups. Methodology- In-depth interviews were conducted with 20 female banking employees in Istanbul, Turkey. The participants included managers and branch employees from 16 different banks. A convenient sampling method was employed, and participants were invited to respond to open-ended questions regarding their experiences and motivations. Findings- The banking sector is characterised by a high level of stress, tight deadlines and the pressure to achieve key performance indicators (KPIs), which can have a significant impact on the well-being of women employees across all age groups. The study revealed a generational divide in motivations and expectations. Younger women prioritised favourable work conditions and salary, while senior women expressed a desire for early retirement due to burnout. Despite this, women of all age groups articulated a desire for career advancement and recognition, underscoring the pivotal role of managerial support and transparent expectations for future success. While extrinsic rewards remained a primary motivator, intrinsic rewards also played a role. Additionally, generational differences in expectations regarding motivation were observed. Conclusion- The dissolution of the glass ceiling necessitates the creation of an environment wherein individuals from disparate generational cohorts are able to provide mutual support, and age-based discriminatory practices are reduced. The acknowledgement and remuneration of employees’ competencies and expertise, in conjunction with the promotion of collaborative endeavours, can facilitate the development of a more equitable and nurturing work environment.

Keywords

• Ageism
• glass ceiling
• banking sector
• employees
• motivation

References

1. Aşkın, E. Ö., & Aşkın, U. (2018). Çalışma yaşamında kadına yönelik mobbing:bankacılık sektöründe bir araştırma. Gümüşhane Üniversitesi Sosyal Bilimler Enstitüsü Elektronik Dergisi, 9(24), 255-282.
2. Bagdadli, S., & Gianecchini, M. (2018). Organizational career management practices and objective career success: a systematic review and framework. Human Resource Management Review, 29(3), 353-370.
3. Bank of China. (March 30, 2023). Gender share of Bank of China employees in 2022 [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1406521/bank-of-china-employee-gender-distribution/
4. Barreto, M. Ryan, M. K., & Schmitt, M. T. (Eds.). (2009). The glass ceiling in the 21st century: understanding barriers to gender equality. American Psychological Association. https://doi.org/10.1037/11863-000
5. Baruch, Y., & Sullivan, S. (2022). The why, what and how of career research: a review and recommendations for future study. Career Development International, 27(1), 135-159.
6. Beltramini, L. M., Cepellos, V. M., & Pereira, J. (2022). Young women, “glass ceiling” and strategies to face crystal walls. Revista de Administração de Empresas, 62(6), 1-25.
7. Bilim, İ. Ö., & Bülez, A. (2018). Cam tavandan yansımalar. İnsan ve Toplum Bilimleri Araştırmaları Dergisi, 7(1), 48-58.
8. Bombuwela P. M., & De Alwis A. C. (2013). Effects of glass ceiling on women career development in private sector organizations: case of Sri Lanka. Journal of Competitiveness, 5(2), 3-19

9. Bora, D., & Şahin Perçin, N. (2021). Turizm İşletmelerinde Kariyer Engelleri. V. Altıntaş, & Y. Yumuk içinde, Turizm ve Kariyer, 17-46.
10. Buchholz, K. (March 8, 2022). Only 15 Percent of CEOs At Fortune 500 Companies Are Female [Digital image]. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/chart/13995/female-ceos-in-fortune-500-companies/
11. Cabinet Office Japan. (September 30, 2021). Share of women who think that housework and childcare should be done by women in Japan as of August 2021, by age group [Graph]. In Statista. Retrieved October 31, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1297282/japan-opinion-of-women-if-women-should-do-housework-childcare-by-age/
12. Carlsson, M., & Eriksson, S. (2019). Age discrimination in hiring decisions: Evidence from a field experiment in the labor market. Labour Economics, 59, 173-183.
13. Deloitte. (January 27, 2022). Industries with the highest share of female directors on boards in Europe from 2016 to 2021 [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1322145/europe-share-of-women-board-directors-by-industry/
14. Dönmez, S. (2022). Çalışan kadınların motivasyonlarının cam tavan sendromu üzerinden incelenmesi: bankacılık sektörü örneği, Master's thesis, Işık Üniversitesi).
15. Duncan, C., & Loretto, W. (2004). Never the right age? Gender and age‐based discrimination in employment. Gender, Work & Organization, 11(1), 95-115.
16. Ernst &Young Study: 82% of European financial services investors state that the gender diversity of the boardroom has a significant influence on their decision to invest. (2023). EY: https://www.ey.com/en_ro/news/2023/07/ey-study--82--of-european-financial-services-investors-state-tha
17. Fisher, M. L. (2023). Motivation to break through occupational barriers: a case study of female city manager’s career progression, Doctoral dissertation, California Baptist University.
18. Gwal, R. (2016). Working women: Career breaks and re-entry in a fast-changing business environment. Metamorphosis, 15(1), 1-9.
19. HSBC. (February 20, 2023). Gender diversity in the total workforce composition of HSBC Holdings from 2018 to 2022 [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1336032/gender-diversity-hsbc/
20. INE (Spain). (December 21, 2022). Pay gap difference between the hourly wage of male and female professionals in Spain in 2020, by age [Graph]. In Statista. Retrieved October 31, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1185467/hourly-wages-gender-pay-gap-by-age-spain/
21. Jyrkinen, M., & McKie, L. (2012). Gender, age and ageism: experiences of women managers in Finland and Scotland. Work, Employment and Society, 26(1), 61-77.
22. Jyrkinen, M. (2014). Women managers, careers and gendered ageism. Scandinavian Journal of Management, 30(2), 175-185.
23. Kır, A., & Er, A. S. (2017). Organizasyonlarda kariyer planlaması ve kariyer engelleri. Ejovoc Electronic Journal of Vocational Colleges, 7(2), 14-23.
24. Kilidi Kırmak/ Yönetim Kurulunda Kadın. (2017). KPMG: https://assets.kpmg.com/content/dam/kpmg/tr/pdf/2017/08/kilidi-kirmak-eng.pdf
25. Matanda, T., Wang, C., & Emelianova, O. (2022). Women on Boards. MSCI. https://www.msci.com/documents/10199/36771346/Women_on_Boards_Progress_Report_2022.pdf
26. MHLW (Japan). (October 21, 2022). Share of full-time employees working 60 hours or more per week 2021, by age and gender [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/858359/japan-percentage-people-working-60-hours-or-more-per-week-by-age-gender/
27. Mızrahı, R., & Aracı, H. (2010). Kadın yöneticiler ve cam tavan sendromu üzerine bir çalışma. Organizasyon ve Yönetim Bilimleri Dergisi, 1309-8039.
28. Mikhail, A. (2023). Am I useless now?’ Aging women in the workforce face a crisis of confidence and experts say they simply deserve more . Fortune Well: https://fortune.com/well/2023/02/01/aging-women-in-the-workforce-face-a-crisis-of-confidence/ adresinden alındı
29. Neumark, D., Burn, I., & Button, P. (2017). Age discrimination and hiring of older workers. Age, 6(1), 1-5.
30. Nurro, M. (2022). Too Old for Work? Age is the Most Common Cause for Discrimination. Tampere University: https://www.tuni.fi/unit-magazine/en/articles/too-old-work-age-most-common-cause-discrimination
31. Pelit Aksu S, Şentürk Erenel A. Çalışma yaşantısındaki engeller: Cam Tavan ve Kadın Sağlığına Yansıması. Şentürk Erenel A, editör. Kadın Sağlığını Etkileyen Sosyal Faktörler. 1. Baskı. Ankara: Türkiye Klinikleri; 2021. p.18-25.
32. Petit, P. (2007). The effects of age and family constraints on gender hiring discrimination: A field experiment in the French financial sector. Labour Economics, 14(3), 371-391.
33. Saifey, T. (2021). Background: What Does the Data Tell Us? Collaboration for Development World Bank: https://collaboration.worldbank.org/content/sites/collaboration-for-development/en/groups/the-wepowernetwork/documents.entry.html/2021/07/23/background_what_doesthedatatellus-5ao7.html
34. Subramaniam, I. D., Arumugam, T., & Akeel, A. B. A. A. B. (2014). Demographic and family related barriers on women managers' career development. Asian Social Science, 10(1), 86.
35. Statista. (July 4, 2022). Gender diversity on the board of directors of Goldman Sachs as of July 2022 [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1318313/board-diversity-goldman-sachs-by-gender/
36. Statista. (July 4, 2022). Gender diversity on the board of directors of PNC Financial Services as of July 2022 [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1318255/board-diversity-pnc-by-gender/
37. Statista. (August 1, 2023). 2Gender diversity in the leadership of Citigroup in 2022 [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1318212/gender-diversity-in-the-leadership-of-citigroup/
38. Statista. (September 27, 2022). Gender diversity on the board of directors of leading banks in the United Kingdom as of September 2022, by share of female directors [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1336589/board-diversity-leading-uk-banks-by-gender/
39. Statistics Bureau of Japan, & Ministry of Internal Affairs and Communications (Japan). (January 31, 2023). Percentage of people in the labor force among total population aged 15 years and older in Japan in 2022, by gender and age group [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1233862/japan-labor-force-participation-rate-by-gender-and-age/
40. The economic impact of ageism. (2021). World Economic Forum: https://www.weforum.org/agenda/2021/12/the-economic-impact-of-ageism/
41. Vickerstaff, S., & Van der Horst, M. (2021). The impact of age stereotypes and age norms on employees’ retirement choices: A neglected aspect of research on extended working lives. Frontiers in Sociology, 6, 117.
42. Victor, L., & Shamila, F. (2018). The Impact of Glass Ceiling on Career Development of Executive Level Female Employees in Financial Sector in Kandy District. Asian Journal of Advanced Research and Reports, 2(4), 1-11.
43. Weerawardane, S., Vidanage, H., & Maheshika, W. (2022). Effect of the Glass Ceiling on Women's Career Development. Conference: 1st International Research Symposium on Management 2022.
44. Why age discrimination is worse for women. (2015). World Economic Forum: https://www.weforum.org/agenda/2015/10/why-age-discrimination-is-worse-for-women/
45. World Bank. (August 22, 2023). Share of female top managers worldwide in 2021, by region [Graph]. In Statista. Retrieved October 25, 2023, from https://ezp.isikun.edu.tr:4945/statistics/1327997/share-female-top-managers-worldwide-region/
46. Workplace ageism: is there privilege in being the ‘right age’? (2022). World Economic Forum: https://www.weforum.org/agenda/2022/02/ageism-in-the-workplace-the-privilege-of-being-the-right-age/