Gender equality is the cornerstone of sustainable development. At Gürok, we embed equal opportunity into every stage of our business, from recruitment and career development to job descriptions, performance evaluations, and remuneration systems.
Equal Work. Equal Pay. Equal Respect.
Our remuneration and promotion decisions are based on objective criteria: role, responsibility, competence, and performance. Our goal is simple: to deliver equal value for equal work and to fairly recognize everyone’s contribution.
Across Industries—from Manufacturing to Tourism
- At LAV, women serve as shift managers; at GCA, women work as welders and forklift operators, marking lasting progress for gender equality in industry.
- In tourism, JOALI sets the standard, with a women’s employment rate in the Maldives that’s twice the national average.
- As a signatory of the United Nations Women’s Empowerment Principles (WEPs), our corporate commitment to gender equality is clear.
Powerful Women in Managerial Roles
Above Average Representation
While women’s representation in mid- and senior-level management remains limited across Türkiye, Gürok stands above the national average, reaching 34 percent at the mid-level and 25 percent at the senior level. At LAV, women make up 54 percent of our white-collar employees. This visibility is a natural outcome of our culture of equal pay for equal work.
Transparent. Measurable. Fair.
- Roles and responsibilities are clearly defined, and performance expectations are measurable.
- Career paths are built around competence, impact, and results.
- Our equality approach is consistently applied across pay, fringe benefits, development, and pathways to leadership roles.
We apply objective criteria for roles, competencies, and performance through transparent processes that guarantee equal value for equal work.
To increase women’s visibility across all sectors, from industry to tourism, strengthen managerial representation, and ensure inclusive working conditions.
Yes. As a signatory of the UN Women’s Empowerment Principles (WEPs), we align our equality practices with international standards.
Career and performance management processes are target-driven, data-supported, and objectively evaluated through annual assessments and competency-based feedback.
We continue to increase women’s participation in industrial roles — from shift managers to welders and forklift operators — while in tourism, JOALI stands out with a women’s employment rate double the Maldives’ national average.
We exceed Türkiye’s average with women accounting for 34 percent of mid-level managers and 25 percent of senior leaders, while LAV stands out with 54 percent of its white-collar workforce made up of women.
Through competency-based mentoring and coaching, we promote experience sharing and mutual learning across roles and seniority, embedding equal opportunity into daily work life.
We build inclusive teams that span generations and experiences, ensuring every voice is heard and valued.
