Women Managers’ Work-Family-Personal Life Experience in the Context of Gender Equality: Evidence from the Logistics Sector

Gender equality, recognized as a fundamental human right and a prerequisite for inclusive development, occupies a central place in the developmental agendas of many nations, notably within the framework of the United Nations Sustainable Development Goals. Beyond the mere provision of equal legal rights, gender equality encompasses the equitable distribution of social roles, expectations, and behavioral norms. Accordingly, it is not only a normative ideal but also a foundational pillar for promoting equal opportunities in the workplace, ensuring fair compensation practices, and advancing sustainable economic and social development. This study aims to explore the structural, institutional, and cultural barriers encountered by women in managerial positions within Türkiye's logistics sector as they strive to achieve a balance among their professional, familial, and personal responsibilities. Employing a qualitative research design, the study draws on data collected through semi-structured, in-depth interviews conducted with female managers working across a range of logistics firms. The data were analyzed using thematic content analysis techniques. The findings reveal that flexible working arrangements, parental leave policies, and organizational support mechanisms contribute positively to the attainment of work-life balance. Nevertheless, the prevailing organizational structures in many logistics companies remain predominantly male-oriented and rigid. The study underscores that work-life balance should not be perceived solely as an individual responsibility but rather as a systemic issue shaped by institutional culture and policies. Ultimately, the empowerment of women in the logistics sector emerges as a strategic imperative, not only for the realization of gender equality but also for enhancing organizational effectiveness and economic productivity.This study aims to explore the structural, institutional, and cultural barriers encountered by women in managerial positions within Turkey's logistics sector as they strive to achieve a balance among their professional, familial, and personal responsibilities. Employing a qualitative research design, the study draws on data collected through semi-structured, in-depth interviews conducted with female managers working across a range of logistics firms. The data were analyzed using thematic content analysis techniques.The findings reveal that flexible working arrangements, parental leave policies, and organizational support mechanisms contribute positively to the attainment of work-life balance. Nevertheless, the prevailing organizational structures in many logistics companies remain predominantly male-oriented and rigid. The study underscores that work-life balance should not be perceived solely as an individual responsibility but rather as a systemic issue shaped by institutional culture and policies. Ultimately, the empowerment of women in the logistics sector emerges as a strategic imperative, not only for the realization of gender equality but also for enhancing organizational effectiveness and economic productivity