Social inclusiveness is at the core of a fair and resilient transition for the fashion industry. More specifically, recent years have witnessed increasing efforts in addressing the gender pay gap, which was estimated to be around 12% in the EU in 2023. The sector has been undergoing major shifts, as retailers, manufacturers, and institutions are working together to advance environmental and social agendas.  

In this global supply chain, Türkiye has grown to be a major global textile and apparel hub and is the third largest supplier of textile and clothing to the EU (2024). The study ‘Unpacking Pay Equity in Fashion: Türkiye’, conducted by the Global Fashion Agenda (GFA) and published in February 2026, explores the situation of pay equity in the country’s fashion sector. The report aims to inform policy makers, brands, and key stakeholders to identify opportunities for collaboration and coordinated action across the industry. 

Among its main findings, the GFA highlights that Türkiye’s gender pay gap is estimated to be between 15.6% and 17.4%, well above the EU average. These disparities are found to be driven by structural issues, including unequal pay for the same job, occupational segregation, differences in career progression and training opportunities, and cultural and care norms. 

Importantly, there is a significant gender difference in role representation. While women mainly cover lower-paid production jobs, such as sewing and quality control, men occupy higher-paid roles. Among the surveyed companies, only 17% had a woman as a role administrator, and 18% had a female CEO.

Governmental and institutional action plays a key role in tackling the gender pay gap. The GFA recommends the expansion of childcare, parental support, and women’s employment incentives to help reduce occupational segregation. Moreover, the report suggests the enhancement of reporting and transparency, such that companies can collaborate in developing corrective actions.

Suppliers, brands and buyers are also recommended to prioritise responsibility, transparency, and gender responsiveness. Stakeholders are advised to adopt responsible purchasing models to support equitable wage systems and to publish gender-disaggregated wage reporting and social assessments to ensure transparency. Furthermore, investment in women’s skills training, gender-neutral expectations, and family support are key components to build gender-equitable workforces.

The study was presented during a closed-door industry roundtable at the OECD Forum on Due Diligence in the Garment and Footwear Sector in Paris, and the full report can be downloaded for free at https://globalfashionagenda.org/resource/unpacking-pay-equity-in-fashion-turkiye/.