Gender Equality Plan

TARSUS UNIVERSITY GENDER EQUALITY PLAN (2023-2026)

Tarsus University directs its corporate policies within the framework of the basic values of justice, merit, consultation, transparency, commitment to ethical values, perfectionism, continuous improvement, innovation, originality, local focus, global competitiveness and corporate belonging.

With the strength it derives from these core values, Tarsus University aims to ensure that the scientists working under its roof benefit from equal opportunities in academic terms, the formation of balanced fields of science and research among scientists, and the development of an academic life based on merit and competencies. Within the scope of Tarsus University Gender Equality Policy, which considers justice and balance among its internal stakeholders;

Provides equal opportunities to its students and academic and administrative staff, adopts a fair and objective approach in evaluation processes,
Evaluates all individuals based on their abilities and qualifications, excluding gender discrimination,
Organizes training programs and informative activities in order to increase social awareness on gender discrimination,
Develops and supports practices to prevent discrimination among internal stakeholders,
It plans, implements, monitors and improves its gender equality policy in line with the relevant legislation.

Tarsus University Gender Equality Plan consists of five main objectives in line with the policies adopted;

Establishing work-life balance,
Ensuring balanced gender participation in decision-making and leadership processes,
Providing equal opportunity in recruitment and career development processes,
Ensuring balanced gender participation in education, learning, research and social contribution processes,
Maintaining a zero tolerance policy towards sexual abuse, sexual assault, occupational violence and occupational discrimination

Tarsus University has determined the following activities and strategies in order to achieve these five goals.

GOAL-1: Establishing Work-Life Balance throughout the University
ACTIVITIES	STRATEGIES	RESPONSIBLE UNIT	PERIOD	PERFORMANCE INDICATOR
Making determinations to determine the needs on gender equality	Conducting surveys and focus group discussions	Senior management Related Academic Units	2023-2024	Identified requirements and solution suggestions
Establishment of a psychological support unit within the university	Establishing a unit where internal stakeholders can get support	Senior management Department of Health, Sports and Culture	2023-2024	Establishment of a psychological support unit within two years
Developing tools that make it easier for academic and administrative staff to fulfill their responsibilities as parents	Planning of baby care rooms	Senior management Construction and Technical Department Strategy Development Department	2023-2026	Establishment of at least 1 baby care room in four years
Improving job adaptation processes of postpartum academic and administrative staff	Establishment of a kindergarten within the university	Senior management Construction and Technical Department Strategy Development Department	2023-2026	Kindergarten and capacity increases that have been completed

GOAL-2: Ensuring Balanced Gender Participation in Decision-Making and Leadership Processes
ACTIVITIES	STRATEGIES	RESPONSIBLE UNIT	PERIOD	PERFORMANCE INDICATOR
Institutional adoption of gender equality	Integration of gender equality principles into the strategic plan, quality management and performance monitoring-evaluation processes	Quality Commission Strategy Development Department	2023-2026	The number of indicators followed on the relevant subject in the strategic plan monitoring and evaluation report
Institutional adoption of gender equality	Observing gender equality in budgeting processes	Strategy Development Department	2023-2026	The number of indicators followed on the relevant subject in the budget plan
Ensuring gender equality/balance in decision-making and leadership processes	Determination and analysis of gender equality/balance in the formation of academic and administrative decision units	Senior management	2023-2026	Gender equality/balance ratio in academic and administrative decision units
Developing the awareness level of the personnel in leadership and decision-making positions on gender equality/balance	Providing trainings for personnel in leadership and decision-making positions	Personnel Department	2023-2026	Number of information training given Ensuring that at least 50% of the leaders participate in the trainings

GOAL-3: Providing Equal Opportunities in Recruitment and Career Development Processes
ACTIVITIES	STRATEGIES	RESPONSIBLE UNIT	PERIOD	PERFORMANCE INDICATOR
Observing the gender equality/balance of the academic and administrative personnel employed	Determination and analysis of the gender balance of current academic and administrative staff	Personnel Department	2023-2026	Creating and monitoring the gender balance evaluation report of academic and administrative staff
Increasing sensitivity to gender equality in recruitment and career development processes	Providing gender equality training to the personnel involved in the recruitment processes	Personnel Department	2023-2026	Verilen bilgilendirme eğitimi sayısı
	Giving orientation training on gender equality to newly recruited personnel	Related Academic Units Personnel Department	2023-2026	Number of awareness training given Ensuring that at least 50% of the academic and administrative staff participate in the trainings
Recruitment of staff and monitoring career development	recruitment and Defining and monitoring key performance indicators for career development	Senior management Related Academic Units Personnel Department	2023-2026	Number of key performance indicators developed Creation of key performance indicators evaluation reports
Ensuring the formation of balanced research areas among scientists	Determination and analysis of gender balance of individuals in research areas	Senior management Related Academic Units Personnel Department	2023-2026	Creation and monitoring of gender balance evaluation report of academic staff according to research fields

GOAL-4: Ensuring Balanced Gender Participation in Education and Learning, Research and Social Contribution Processes
ACTIVITIES	STRATEGIES	RESPONSIBLE UNIT	PERIOD	PERFORMANCE INDICATOR
Emphasizing gender equality in Education-Training and Learning processes	Adding a Gender Equality course as a general elective to the curriculum of associate and undergraduate programs	All Academic Units Education-Training Commission	2023-2026	Number of courses opened
Promoting research and social responsibility projects on gender equality	Giving additional budget to research projects on gender equality	All Academic Units BAP Project Office	2023-2026	Number of supported research projects
	Ensuring the transfer of human and financial capital to social responsibility projects for gender equality	All Academic Units BAP Project Office Student Societies	2023-2026	Number of supported research projects
Developing cooperation with public institutions and local administrations providing services for gender equality	Cooperation meetings, visits and protocols	Senior management	2023-2026	Number of collaboration protocols executed Number of meetings and visits

GOAL-5: Maintaining a Zero Tolerance Policy for Sexual Abuse, Sexual Assault, Occupational Violence and Occupational Discrimination
ACTIVITIES	STRATEGIES	RESPONSIBLE UNIT	PERIOD	PERFORMANCE INDICATOR
Taking measures to prevent sexual abuse and attacks, occupational violence, occupational discrimination and mobbing	Establishment of commissions on related topics	Senior management	2023	Establishment of a gender equality commission
	Giving awareness trainings on related topics	Legal Consultancy Related Academic Units	2023-2026	Number of awareness training given Ensuring that at least 50% of the academic and administrative staff participate in the trainings
	Preparation of informative booklet to be shared within the university	Legal Consultancy	2023-2024	Number of information booklets shared
	Establishment of communication channels where emergency calls can be made within the campus	Senior management	2023-2026	Number of developed emergency communication channels
	Designing mechanisms that personnel who are exposed to sexual abuse or assault, occupational violence, occupational discrimination and mobbing can apply	Legal Consultancy Related Academic Units Personnel Department	2023-2026	Developed mechanisms and usage rate
Developing tools to promote gender equality/balance across the institution	Establishment of women's studies center	Senior management	2023-2026	Establishment of women's studies center

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Gender Equality Plan