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Inequality stemming from differences between individuals in social life is one of the common problems. In this context, the problem of inequality between genders includes the types of unequal treatment and discrimination that individuals face on the basis of gender.

Treating all people fairly and equally without any discrimination based on gender, ethnic origin, language, religion, racial belief, political opinion and similar issues is an internationally accepted principle and is subject to national and international regulations.

İstanbul Sabahattin Zaim University accepts and complies with the Article 10 of the Constitution of the Republic of Türkiye which states that "All individuals are equal without any discrimination before the law, irrespective of language, race, color, sex, political opinion, philosophical belief, religion, and sect, or any such considerations”, and therefore, it accepts and undertakes not to discriminate on the basis of gender and to act equally within the framework of the relevant legislation and plan gender equality plan.

The Purpose of IZU Gender Equality Plan

The main purpose of IZU Gender Equality Plan is to prevent discrimination based on gender differences in the work and operations of the university and to ensure that different genders are treated equally and fairly. In line with this main purpose, it is aimed to achieve the following objectives:

1. To eliminate gender-based discriminatory practices in the fields of employee recruitment, job security and career development and to develop practices that are aimed at improving gender equality.

2. To take measures to eliminate gender imbalances and improve gender equality in leadership and decision-making processes.

3. To create and maintain an “organizational culture and working environment” that is safe and supportive of “work-life balance”, in which there is not any discrimination, harassment and violence based on gender in decisions and actions regarding academic, administrative and external personnel as well as students.

4. To improve the balance between men and women by considering gender perspective and equality in the content and processes of research and teaching.

Gender Equality Plan Process Requirements

In order to achieve the above-mentioned goals and objectives, the Gender Equality Plan is designed and implemented to meet the key requirements for the following processes:

1. Sharing with the Public and Stakeholders: The Gender Equality Plan is prepared as an official document approved by the senior management and shared with the public and the relevant parties within the organization. The plan includes the commitment of the organization to gender equality, its objectives, and the actions and measures necessary to achieve these objectives.


2. Allocation of financial resources: The necessary human and material resources and time are allocated for the design, implementation and monitoring of the Gender Equality Plan, and within this scope, the required positions and “commissions” related to gender equality are created.

3. Regulations on data collection and monitoring: The Gender Equality Plan is created based on gender data classified according to personnel categories, and the objectives, progress and results of the plan are monitored and reported annually according to the determined regulations and procedures.

4. Training and Capacity Building Support: The Gender Equality Plan is supported by certain training and capacity building activities. In this regard, gender equality, gender-based discrimination, harassment and violence; social prejudices/stereotypes regarding gender, equality/equal treatment training, communication to improve awareness and awareness on issues. organization and activities are supported and carried out.

In line with the above-mentioned goals and objectives, in addition to the process-related requirements in the Gender Equality Plan, the following steps are aimed to be taken;

1.     Work-life balance and organizational culture,

2.     Gender balance in leadership and decision-making processes,

3.     Gender equality in recruitment, career progression and in other human resources management processes,

4.     The integration of the dimension of gender into research and teaching,

5.     Necessary measures and sanctions against violations based on gender discrimination such as violence, discrimination and harassment.

6.     Training and measures based on digital gender-based inequality, discrimination, harassment and violence.

Prof. Dr. Ahmet Cevat ACAR