The concept of arbitration generally refers to resolution of disputes outside the state’s judiciary through an arbitrator or an arbitral tribunal for subjects that are arbitrable. If the works regarding the history of arbitration are examined, it will be seen that this concept was existent for a long period of time. However; in today’s modern societies, arbitration as a dispute resolution method is based on rules that are accepted by each country through national and international legislation. Arbitration is being used more often by modern societies as a dispute resolution method, especially with the fast changing and developing commercial relationships among companies. Together with this, around the globe it is seen that there are less women working in the field of arbitration compared to men and there are several factors causing this. Among those factors the obstacle defined as pipeline, under the headline of supplyside problems, comes first. Pipeline shows that even women are successful in the field of arbitration, they are not appointed as arbitrators as much as they should and hence not represented well in the arbitral community. Another factor which prevents women from working in the field of arbitration is the barrier called glass ceiling. Glass cealing, as a concept means artificial and invisable barriers which are created by behavioral and corporate prejudice that prevent women from reaching high level management positions in business life. When examined worldwide, the fact that the number of women aiming to act as arbitrators in an arbitral triunal is so low shows the difference dramatically compared to women working in different fields of law (such as lawyers, judges, prosecutors and notaries). However, the existence of gender equality in the field of arbitration is of paramount importance for the implementation of this method in a fair and effective process. In other words, gender diversity is a particularly necessary element in the effectiveness and fairness of arbitration. In arbitration panels, having various arbitrator groups (in terms of color, race, culture and gender) within the arbitral tribunal is also important in terms of the democratic representation of the parties in disputes. This also helps all parties have equal changes to achieve justice. In this sense, the diversity of the arbitrators who form the arbitration panels will provide greater credibility to the arbitration process in the eyes of the parties to the dispute. In other respects, the variety of arbitrators can bring different perspectives and problem-solving skills to the table and bring creative solutions to the problem, which, when viewed from a single point of view, are not possible. In fact, choosing more women arbitrators in panels may result in more equitable decisions, which are not based on conscious or unconscious gender prejudices. This result was supported by several studies that analyzed the effects of gender and arbitrator on arbitral awards. On the other side, the inclusion of more women arbitrators on panels will help to reduce the majority of the problems associated with ”group-think” or group decision making. The aim of this article is to determine the problems that are causing gender inequality in the field of arbitration. Women that show effort in order to be appointed as arbitrators in arbitral tribunals in an international scope require to work and gain more experience compared to men in order to overcome the obstacles that are either visible or invisible. When we examine the situation in Turkey, since there is not sufficient statistical date on number of woman taking part in arbitral tribunals in Turkey, it is not possible to give a ratio in this matter. Still, arbitration is open for development and support in terms of enhancing the number of woman arbitrators in our country. Necessary work should be done in order to develop and generalize this field.