2015年-世界发展银行全球_Female_Entrepreneurship_in_Turkey___Patterns_Characteristics_and_Trends_36页_1mb

Summary of Female Entrepreneurship in Turkey: Patterns, Characteristics, and Trends

Core Content

This report examines the patterns, characteristics, and trends of female entrepreneurship in Turkey, using data from the Turkish Household Labor Force Surveys (HLFS) of 2004–2012. It highlights the differences between male and female entrepreneurs in terms of sector distribution, firm size, educational background, and the influence of socio-demographic factors on entrepreneurial activity.

Main Findings

1. Gender Composition in Self-Employment

• Self-employment share: In 2012, 38% of total employment in Turkey was self-employment, significantly higher than the EU-27 average of 15%.
• Female self-employment: Females made up 36% of self-employed individuals in Turkey, slightly above the EU-27 average of 30%.
• Employment types:
  • Females constituted 7% of employers and 17.21% of own account workers (OAW).
  • 76% of female self-employed were unpaid family workers, highlighting a significant difference in the nature of self-employment between genders.
• Employer share: The share of female employers in total employers increased from 4.82% in 2004 to 7.39% in 2012.

2. Sectoral Segregation

• Female employers are underrepresented in high-value-added sectors such as construction (0.7%), transportation and storage (2.44%), and manufacturing (3.74%), which together account for nearly 40% of GDP.
• Female OAW are more prevalent in sectors such as health and social work (55%), education (49%), and financial and insurance activities (20%).
• Female OAW are more likely to be in the informal economy (90% of female OAW), while the share of male OAW in the informal economy has decreased over time.

3. Firm Size and Business Characteristics

• Female-owned businesses are generally smaller in size than male-owned businesses.
• Over 80% of both female and male employers own businesses with fewer than 10 employees.
• Only 4.79% of female employers own businesses with 25 or more employees, compared to 6.84% of male employers.

4. Education and Entrepreneurship

• Higher education increases the likelihood of becoming an employer, especially for women.
• University graduates show a higher proportion of female entrepreneurs (14.5%) compared to the overall female employer share (7.39%).
• Major fields of study:
  • 23% of both female and male employers majored in business and management.
  • 30% of female employers majored in health, while only 8% of male employers did.
  • 17% of male employers majored in engineering, compared to 6% of female employers.

5. Socio-Demographic Influences

• Being female reduces the odds of becoming an entrepreneur by 50% compared to being a paid employee among the unemployed.
• Marriage and having children increase the gender gap in entrepreneurship.
• Urban living increases the likelihood of male entrepreneurship and decreases that of female entrepreneurship, thereby increasing the gender gap.

6. Time Trends

• Employers in the working-age population increased from 1.98% in 2004 to 2.21% in 2012, with a peak in 2008.
• Female employers increased from 4.82% to 7.39% over the same period.
• Female OAW increased from 11.23% to 17.21%, but remained largely in the informal sector (90%).
• Female employers in the informal economy decreased from 29.10% in 2004 to 20.89% in 2012.

Key Information

• The gender gap in entrepreneurship is influenced by education, marital status, number of children, and urban/rural location.
• Female entrepreneurs are more likely to be in the informal sector and to focus on health, social work, and education.
• Female OAW are more prevalent in the informal economy and tend to be in sectors with lower economic value.
• Higher education is a key factor in reducing the gender gap in entrepreneurship.
• Fear of failure remains a significant barrier for female entrepreneurs, with 33% of Turkish respondents citing it in 2010.
• Female entrepreneurship is less common in high-value sectors such as construction and manufacturing, which may limit their access to economic growth opportunities.

Policy Implications

• Policies should focus on increasing female access to education, especially in fields such as engineering and business, to help close the gender gap.
• Support for female entrepreneurs in high-value sectors could enhance their economic impact.
• Addressing cultural attitudes and access to credit may be necessary to reduce barriers to female entrepreneurship.
• Urban-rural disparities should be considered in promoting female entrepreneurship, as urban areas may offer more opportunities for men than women.

Conclusion

The study provides a comprehensive analysis of the gender gap in entrepreneurship in Turkey, emphasizing the role of socio-demographic factors and the need for targeted policies to support female entrepreneurs. Despite a slight increase in female entrepreneurship, significant challenges remain, particularly in sectors with high economic value and in terms of access to formal employment and resources.