Current research on Turkish workforce diversity management has failed to fully address the organisational dynamics of workforce diversity. After the 2011 elections, an increase in family policies and family institutions, low rates of female labour participation, arguments on impunity towards violent crime, the imprisonment of journalists, internet and social media censorship, and intolerance of public protest were reported by various groups including academicians, journalists, and NGOs. Accordingly, we observed references to the effects of patriarchal culture and a dominant state, neoliberal politics, and conservative notions of gender roles and relations, such as underrepresentation of women in managerial positions, women’s reluctance to advance in managerial levels, the tendency to assign domestic responsibilities to women, the denial of LGBT rights, the intolerance of immigrants, or disinterest in issues of ethnicity. While the NGOs and trade unions which supported gender equality and diversity were moved to the margins and assumed an oppositional stance, new emerging actors became influential in filling the voids. Thus, gender diversity and inclusion turned out to be issues of corporate social responsibility and sustainability that are pursued voluntarily by a few listed companies.