Non-Discriminatory Admissions Policy
The Place Where Wisdom Wanders Freely: University
Today, rapid change in all areas of society also requires questioning and transforming the conventional definitions of higher education. As access to information is becoming easier every day, social needs are constantly transforming and we cannot even predict which professions will exist in the near future. Thereby universities have to not only keep up with this rapid change with scientific research, education and community service activities, but also to lead it. Achieving this is only possible by ensuring that universities are independent of all economic and political powers, and protecting them as a place where wisdom wanders freely and ideas clash with each other.
Academic Freedom
At Kadir Has University, we unquestionably accept and undertake our firm commitment to our principles of academic freedom and merit together with our students, academic and administrative staff in all areas of scientific research, education and community service activities. Home to scientific development and critical thinking, contemporary universities share founding missions: the combination of research and education, freedom of education and autonomy of academia. These missions also form the basis of our university’s understanding of academic freedom.
According to this understanding, academic freedom is the cornerstone of a university where:
- all students, faculty members and stakeholders have the right to freely determine, conduct, express and share their research subjects and methods with society without any political, commercial, religious motive or without depending on the conditioning of any dogma,
- all members of the university are considered to have equal rights,
- students are actively participating in the design of their educational methods and activities, and academic staff transparently approach the questions, comments and suggestions of all students without any hierarchy, and they are excited about their potential academic contributions,
- access to information and science is open to everyone to ensure development via interpersonal communication,
- decisions are taken by elected boards and administrators in democratic methods,
- and there are no barriers to scientific doubt.
As an institution that has maintained these values since its foundation and has strictly adhered to the ideals of academic freedom and scientific autonomy in research and educational activities, we firmly believe in unconditional freedom of thought, and uphold the principle that scientific production can only be evaluated according to its own rules, and that science has no purpose other than to seek the truth.
No to Discrimination!
“We are different, yet equal!” – Kadir Has University rejects all forms of direct and indirect discrimination based on language, religion, race, color, age, citizenship status, ethnic origin, disability, gender, sexual orientation, marital status, pregnancy, social status, educational background, and political opinion. Science can only flourish in an environment free from discrimination, and our University is fully aware that maintaining its distinguished position as a higher education institution depends on ensuring a pluralistic, fair, and open-minded environment where everyone is equal in their differences.
At our University, any act of discrimination or any harassment, intimidation, or bullying based on discrimination — particularly those related to the statuses mentioned above and protected by law and universal principles — is considered unacceptable and intolerable. We announce this with respect to all our stakeholders, including our students, prospective students, staff members, third parties providing services to our University, and visitors.
In this regard, we are fully committed to complying with all legal regulations and to making our utmost effort to provide an academic and social environment for all stakeholders that is free from discrimination, based on equality, respectful of differences, and inclusive.
If you believe you have experienced discrimination at our University, we are here to listen! Please share your thoughts, requests, or complaints with the University’s Equality Commission at [email protected]
For the definitions, sanctions, and related regulations, please refer to the Policy on the Prevention of Harassment and Discrimination: Policy Against Harassment and Discrimination
Policy Against Harassment and Discrimination
At Kadir Has University, people work together in harmony regardless of their differences in race, language, gender, sexual orientation, religious practices, skin color, nationality, belief, disability, age, and opinion. At the university, any form of discrimination or harassment by a worker, administrator, consultant, guest, student, visitor, or goods and service provider, including those outside the university, will not be tolerated.
Employees and students have to respect individuals’ rights and differences, following their rights and obligations arising from the law during their activities. All kinds of behavior constituting or supporting discrimination, either directly or indirectly, are prohibited. Prohibited behaviors are:
- Unwanted verbal, physical or sexual approaches, inappropriate physical contact, propositions or touching,
- Threats or intimations that an employee or student’s employment, advancement, wages, grades, or other activities may be negatively affected if they do not submit to sexual advances or harassment,
- All kinds of degrading comments regarding a person’s opinions, body, appearance, or lifestyle-related to that person’s race, sex, philosophical or political ideas, nationality, sexual orientation, religion, disability, or any other protected category of that person,
- The display of obscene or discriminatory (in terms of race, sex, citizenship, sexual orientation, religion, disability, or any other protected category) via graphics, caricatures, paintings, or photographs. It does not include those for educational purposes,
- Comments, obscene stories, and suggestive verbal expressions concerning someone’s race, sex, citizenship, sexual orientation, religion, disability, or any other protected category,
- Regardless of the department, any relationship of a physical or emotional nature which arises between any faculty member and a student or a supervisor and an employee at the university that could lead to any favoritism and is not open to comment by others,
- Verbal attacks,
- Mobbing: Mobbing is a particular type of bullying behavior carried out by a group rather than an individual. Mobbing is a person’s bullying or social isolation through collective unjustified accusations, humiliation, general harassment, or emotional abuse.
Retaliation
No employee, applicant for employment, student, or member of the public shall be subject to restraints, interference, coercion, or reprisal for action taken in good faith to seek advice concerning a sexual harassment matter, to file a sexual harassment grievance, or to serve as a witness or a panel member in the investigation of a sexual harassment grievance. Acts of retaliation violate this policy and will be investigated and adjudicated accordingly.
Malicious and False Accusations
A grievant whose allegations are found to be both false and brought with malicious intent will be subject to disciplinary action by law number 2547, the Higher Education Disciplinary Regulation concerning Administrators, Instructors, and Staff, and the Higher Education Regulation Disciplinary regarding Students.
Cinsel Tacize Hayır!
“We stand by you and are ready to listen to you!” – Our University prohibits all acts and behaviors involving gender-based violence and discrimination, including sexual harassment, sexual assault or stalking in a manner that disturbs any member of our University and physical or verbal violence. Kadir Has University’s management knows that any such behaviors and actions that are not consensual may adversely affect the person physically and/or psychologically, and explicitly announces that such actions will not be tolerated under any circumstances within the University, disciplinary and criminal investigations will be carried out against those who commit such acts, the University will give all kinds of support to the victims of such behaviors and actions, and they will enforce all internationally accepted principles and regulations against such actions.
We respectfully announce to all our stakeholders, including our students, prospective students, employees, third parties from whom we receive services, and visitors that all violent and discriminatory acts and behaviors based on sexual harassment and sexual assault may constitute a crime, and that such actions are disruptive to the academic and social environment of our University, in addition to the physical and/or psychological effects on victims.
We are ready to listen and assist all members of our University who feel that they are victims of this type of action or behavior. No matter who performs such an action or behavior, we undertake that we are ready to listen to you, provide all kinds of support, including psychological support, and protect your personal data and identity, away from all kinds of hierarchical, social and material pressures within the corporate structure.
If you believe that you have been sexually harassed, sexually assaulted or subjected to gender-based violence and discrimination including the acts of stalking, following and domestic violence by any member of our University, contact us immediately!
Sexual Harassment and Sexual Assault Prevention Unit (CİTÖB)
Even if it is based on mutual consent, our University does not approve of any close relationship that members from different hierarchical levels (students, faculty members, employees, etc.) may develop due to concerns that such a relationship may lead to possible ethical conflicts of interest and hierarchical relationship abuse. In all circumstances, such relationships must be reported to the unit supervisors, even if they are consensual.
Regarding the definitions and sanctions of such actions and the legislation of our University, see:
- Kadir Has University Regulation Governing the Department for The Prevention of Gender Based Harassment, Sexual Harassment and Sexual Assault
- Policy Document to Prevent Gender Harassment, Sexual Harassment and Sexual Assault
Academic Honesty and Ethics
“The first key to our success is our honesty towards ourselves and society.” – Kadir Has University community recognizes that academic honesty is the absolute requirement of academic studies, research, education and training activities and undertakes that they will carry out all academic studies, research and education and training activities under the roof of our University always in accordance with all academic integrity rules/principles.
At Kadir Has University, we know that academic honesty is a must to ensure an egalitarian, libertarian, scientific doubt-based, open-minded and merit-based research and education environment. We firmly believe that a university culture shaped by academic cooperation and fair scientific competition is the basis for success in education and training, research, academic study and university management. We also believe that such a university culture is important in preventing actions that are not academically honest.
Therefore, we accept and declare that we adopt a zero-tolerance policy against any unethical act violating academic honesty such as copying, plagiarism, the presentation and acceptance of third-party-generated assignments, projects, etc., academic labor exploitation based on hierarchical position or any interest or punishment, distortion of research data, fabrication, academic sabotage and actions and behaviors contrary to all scientific ethical rules. In case any such action or behavior requires disciplinary proceeding, legal punishment and sanction, we undertake and declare that we will take all necessary legal steps and we will not accept such action or behavior under any circumstances, even if there are no clear legal sanctions.
All our students and prospective students, all academic and administrative members are expected to comply with internationally accepted academic honesty rules in education and training activities and throughout the process that includes determining the subject in academic research, collecting and evaluating research data and writing a dissertation. In case they have any doubt about the conformation of their studies to the abovementioned rules, they are expected to request support and assistance from the relevant units without exception.
Kadir Has University (KHAS) operates in full compliance with all relevant national laws and regulations governing higher education in Türkiye. The University adheres to the principles set by the national student selection and placement framework, which guarantees fairness, transparency, confidentiality, and equal opportunity for all applicants.
Detailed information is available through the National Student Selection and Placement Centre Regulation. Moreover, in accordance with Article 10 of the Turkish Constitution, KHAS upholds the principle of equality before the law. The University ensures that all administrative and academic procedures are implemented without any form of discrimination based on language, race, gender, belief, or other individual characteristics. The following section highlights the key practices reflecting this commitment at Kadir Has University.
KADİR HAS UNIVERSITY GENDER EQUALITY PLAN
KADİR HAS UNIVERSITY GENDER EQUALITY POLICY
Gender inequality is still one of the most common social problems both in Turkey and throughout the world in particular as a matter of justice and human rights. The problem of gender inequality includes the types of marginalization and discrimination faced by individuals based on gender. This covers all types of current practices and power imbalances concerning social patterns that appear as gender-based violence and discrimination, including those affecting transgender individuals. To attain the target of gender equality, it is required to question the power imbalances and unequal gender dynamics and, encourage fair access to resources and opportunities.
All people must be treated fairly and with dignity without any discrimination based on gender, ethnic origin, belief, sexual orientation, gender identity, nationality, and similar grounds, which is a matter of human rights. As an academic institution embracing universal values, Kadir Has University also accepts this approach. As it is provided in article 10 of our Constitution, “Everyone is equal before the law without distinction as to language, race, color, sex, political opinion, philosophical belief, religion, and sect, or any such grounds.” Article 10 of the Constitution guarantees that it is the positive and direct obligation of the state to put into practice gender equality and, that positive action will not mean discrimination (Additional paragraph: 7/5/2004-5170/Article 1).
Our country is also one of the parties to the UN Convention on the Elimination of All Forms of Discrimination against Women. Gender equality is one of the Sustainable Development Goals that are explained in 17 articles by the United Nations. Likewise, gender equality is one of the priority policies of the Council of Europe of which Turkey is a member, and the Council of Europe sets forth the targets and methods in the Gender Equality Strategy documents in order to put into practice this policy.
Considering the academic principles and the objectives of the Policy on Prevention of Harassment and Discrimination; the Policy Document Intended to Prevent Gender-Based Harassment, Sexual Harassment and Sexual Assault as well as the Directives and Practices of the Unit to Prevent Gender-Based Harassment, Sexual Harassment and Sexual Assault; the research, projects and activities of the Gender and Women Studies Research Center on gender inequality and the Gender Studies Ph.D. Program, Kadir Has University is one of the few universities that directly deal with gender-based inequalities in Turkey and, has committed itself to serving as a role model developing the best practices in terms of gender equality.
The main objectives the KHAS Gender Equality Plan (GEP) are as follows:
- Eliminate gender-based discriminatory practices in the fields of recruitment, employment security and career development of employees and, create practices intended to improve gender equality.
- Make visible gender unbalances in the decision-making processes and take measures to establish gender equality to improve collaborative and coherent working processes, engagement, and transparency.
- Create and make sustainable a safe and supportive working environment, where there is no gender-based violence, and there is no discrimination in conducts and behaviors for academic and administrative staff, the outsourced personnel, and the students.
- Strengthen the balance of gender by means of considering the gender perspective in all the scientific fields for both the content of research and various processes of research such as the formation of teams, and the publication of results.
In order to attain these objectives, within the framework of the GEP, Kadir Has University aims to take necessary steps in:
- Corporate culture, management, and leadership mechanisms as well as corporate directions, encouragements and directives,
- All the areas and processes forming the campus climate and during the procedures intended to further strengthen the gender equality perspective among the academic and administrative staff, the outsourced employees, and the students,
- Career development, the management of recruitment and promotion processes, the consideration of work-life balance, as well as private/temporary conditions concerning private life such as birth, having children, the necessity to take care of relatives for leaves and promotions,
- Educational processes and curricula and,
- Research processes,
in order to ensure and enforce the gender equality policies and principles.
KADİR HAS UNIVERSITY GENDER EQUALITY ACTION PLAN
To prevent any type of gender-based discrimination and sexist attitudes and behaviors within the framework of the main themes listed in detail above within the organization of Kadir Has University, the KHAS Gender Equality Action Plan has been drafted in a way that contains the details on the information, enforcement and application aspects thereof.
- Corporate Culture, Management, and Leadership
Gender Equality Committee
A Gender Equality Committee (GEC) will be established, which is to be identified by and will operate reporting to the President. This committee will consist of academic staff, administrative staff and students, and meet on a regular basis to determine policies and make efforts in respect of gender equality. For the formation of the GEC, those who work in the field of gender equality and who are trained in this field will be prioritized. The GEC makes efforts to ensure not only the permanent staff and students of the university but also the businesses serving to our university and their employees accommodate themselves to the policies in the field of gender equality. Accordingly, the main tasks of the committee will be the activities of due diligence, continuing education, and monitoring and evaluation. The efforts made within the organization of the GEC will be reported to the senior management on a regular basis.
Due Diligence: The GEC will carry out necessary quantitative and qualitative data collections intended to determine the current condition of Kadir Has University in respect of gender equality. Within the scope of these efforts, the data will be analyzed in respect of the titles of researchers and academic staff, the male & female percentages by faculties, departments and units, and the male female male percentages among the conductors and researchers of the research projects and, the authors of the publications. In addition, the conditions and needs of those who feel that they are exposed to discrimination due to their gender identity and sexual orientation among the university staff and students will be identified by means of the reports from the Unit to Prevent Sexual Harassment and Sexual Assault (UPSHSA).
Continuing Education: Seminars, workshops and projects will be organized with the participation of all the stakeholders within the scope of a time schedule that is to be jointly prepared by the faculties and the KHAS GEC in order to enhance the knowledge and awareness of the academicians, researchers, administrative staff, outsourced personnel and students in respect of sexual discrimination, and the affects thereof will be measured in a structured way.
Monitoring and Evaluation: After the formation of the KHAS GEC, the statistical and qualitative studies detailed under the title “Due Diligence” will be renewed every year, and the developments will be monitored and reported by the KHAS GEC to the President.
Theme | Subject/Evidence to Discuss | Planned Action | 2022 | 2023 | 2024 | Responsible Person/Unit/Department & Success Indicators |
Leadership & Management | Improvement of gender equality in the main commissions where decisions are made | Guarantee the continuity of an egalitarian gender balance | X | X | X | President |
Leadership & Management | Lack of education in respect of gender equality | Integration of the online gender equality training to the administrative and academic staff in the promotion and employment contract renewal processes | X | The Gender and Women Studies Research Center, The Directorate of Human Resources | ||
Audit Policy & Practices | Improvement of the policies and the respective units to fight harassment, mobbing, sexual assault, and violence | Ensure that the policy and the respective unit are announced (through MyKhas and on the website) and all the KHAS society members are informed accordingly | X | The UPSHSA, The Directorate of Human Resources | ||
Audit Policy & Practices | Improvement of the processes for data collection, publication, and reporting based on gender | Ensure that the data are maintained and reported on the basis of gender in order to monitor the progress and, correct the deficiencies if any | X | The Directorate of Institutional Research and Assessment , the UPSHSA, The Directorate of Human Resources, The Directorate of Operation and Purchasing | ||
Audit Policy & Practices | Improvement of the University’s Quality System with the aims for gender equality | Integration of the gender equality policies and the Gender Equality Plan with the Quality System and the strategic plan of the university | X | The Directorate of Institutional Research and Assessment |
- Campus Climate
Our university aims to create a campus climate, which is egalitarian, libertarian, dialogue-based, engaging, inclusive, accessible to all the society members and where any type of gender-based discriminatory attitude, behavior and practice are completely excluded. It is one of the priorities of our university in respect of the campus climate to ensure that all the members, in particular, the students, academic and administrative personnel and outsourced personnel, are aware of the concept of gender equality.
Theme | Subject/Evidence to Discuss | Planned Action | Time Schedule | Responsible Person/Unit/Department | Success Indicators | |||||
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| 2022 | 2023 | 2024 | |||||||
Campus Climate | Awareness | Lack of knowledge of the students in respect of the perception of gender at the campus | Planning of focus groups with the students | X | The Directorate of Institutional Research and Assessment, The Gender and Women Studies Research Center | Focus groups | ||||
Campus Climate | Awareness | Enhance the visibility of gender at the campus | Use of stickers, posters and other materials on the boards; organization of gender-based exhibitions, theaters and forums | X | The Campus Life Office, The Corporate Communication | Physical and online materials, exhibitions, plays, forums and similar events | ||||
Campus Climate | Awareness | Enhance the awareness of gender at the campus | Provision of training on gender equality | X | The Gender and Women Studies Research Center | Training on gender equality, the number and percentages of the participants | ||||
Campus Climate | Awareness | Awareness of the sub-employers and the outsourced personnel | Questionnaires with the sub-employers and outsourced personnel; improvement of gender balance in the process of recruitment; challenging the gender stereotypes in the process of recruitment (e.g. female shuttle vehicle drivers); directives on the expectations from the sub-employers | X | The Directorate of Operation and Purchasing | Preparation of a code of conduct for the sub-employers and employees and, inclusion thereof into their contracts | ||||
Campus Climate | Engagement | Enhance the engagement of the students and student clubs | Training to the students and student clubs on gender; training of trainers; development of a co-presidency system for the student clubs | X | The Campus Life Office, Core Program | Training and projects to the student clubs | ||||
Gender projects with the participation of the students | ||||||||||
Campus Climate | Engagement | Increase the number of male participants in the Gender Equality Plan | Organization of training programs and workshops with both the employees and students in order to discuss on how to increase the number of male participants in the efforts for gender equality | X | The Gender and Women Studies Research Center, Core Program | Training programs focusing on males | ||||
- Career Development, Recruitment Process and Work-Life Balance
There is already a gender balance established in our university in respect of the number of both the students and the academic and administrative staff. In addition, significant steps have been taken with the intention to ensure gender equality in the employment and performance directives after the updates thereon in 2018, 2019 and 2020. There have been some improvements, for example, an academic person who takes a maternity/parental leave will not be included in the annual performance for a period of one year following the year they restarted to work, and the period used for these leaves will be added to the periodic performance period. Nevertheless, the concept of gender equality is a dynamic area so that it must be continuously monitored in the career development and recruitment processes, and thus the current improvement areas must be identified and, new practices must be developed accordingly. Our university takes necessary steps in cooperation with the KHAS GEC and the Directorate of Human Resources in order to ensure gender equality in the career development and recruitment processes.
Theme | Subject/Evidence to Discuss | Planned Action | Time Schedule | Responsible Person/Unit/Department | Success Indicators | |||||
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| 2022 | 2023 | 2024 | |||||||
Career Development | Professional Development | The percentage of female employees is getting decreased as the position is getting higher | Development of a mentorship system for female employees | X | The President, The General Secretary, The Directorate of Human resources, The Gender and Women Studies Research Center | The number and percentage of female employees receiving mentorship and, the percentage by gender and position | ||||
Career Development | Professional Development | Lack of representation of the female doctoral students | Encourage the female students in the undergraduate programs to apply to the master’s degree and doctoral programs | X | The School of Graduate Studies, The Scholarship Committee | Percentages of female graduate and doctoral students | ||||
Career Development | Professional Development | Enhancement of support mechanisms for the researchers at the beginning of their careers (Ph.D. Candidates, Assistant Professors, Research Assistants) | Training in respect of career development, funding opportunities and publication methods/tips | X | X | The Directorate of R&D Resources | 3 training programs organized in a year and at least 70% of the female employees attending these training programs | |||
Career Development | Professional Development | Mentorship for undergraduate students | Joint efforts with non-governmental organizations such as KAGİDER, TurkishWIN, CampusWIN for the development of mentorship and leadership for female students | X | X | The Career Office, The Campus Life Office, The Student Clubs, The Gender and Women Studies Research Center | Training and mentorships provided | |||
Career Development | Employee Profile | Improvement of the respective processes in the HR system concerning the data separated by gender | Ensure that the HR system maintains the data separated by gender for all the areas | X | The Directorate of Human Resources | The HR keeps the data on the following subjects on the basis of gender equality. personnel, recruitment, promotions, those quitting, and use of the business-life balance provisions | ||||
Career Development | Recruitment | Improvement of the recruitment practices | Formation of regulations/procedures intended to create a recruitment system established based on gender equality and diversity containing practices to enhance the diversity of candidates and employees; preparation of a text for job adverts referring to gender equality and diversity | X | The President, The General Secretary, The Directorate of Human Resources, The Directorate of Corporate Communication, The Gender and Women Studies Research Center | Regulations and procedures drafted | ||||
Addition of a text for job adverts highlighting the concept of gender equality and diversity | ||||||||||
Career Development | Recruitment | Provision of training on gender equality to all the university members within the scope of the employee orientation programs | Creation of training and workshops on gender equality; inclusion of gender equality into the employee orientation programs | X | The Directorate of Human Resources, The Directorate of Student Affairs, the Directorate of Operation and Purchasing | Training and workshops | ||||
Informing all the employees of the gender equality policy and practices | ||||||||||
Career Development | Business & Life Balance | Ensure that the paternity leaves are efficiently used. | Announcement of the paternity leave policy (MyKhas and website) ensuring that both the academic and administrative staff benefits from this policy | X | The President, The General Secretary, The Directorate of Human Resources | The paternity leave policy made available on MyKhas and KHAS website | ||||
Training on paternity to the employees who are to take their paternity leaves | ||||||||||
- Educational Processes and Curriculum
All the faculties and departments will set and announce their targets for the gender equality in compliance with the KHAS Gender Equality Plan detailed hereunder, monitoring the results thereof and, considering them in the respective performance evaluation processes.
A short paragraph, which summarizes the policies against any type of violence and discrimination in all the processes of the university including the courses and activities affiliated therewith, and the rules and sanctions considering thereto, to all the curricula, and this text will highlight the safeguarding of gender equality. In addition, it will be encouraged to include the gender equality aspect in the respective course into the curricula.
Theme | Subject/Evidence to Discuss | Planned Action | Time Schedule | Responsible Person/Unit/Department | Success Indicators | |||
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| 2022 | 2023 | 2024 | |||||
Gender in Education | Culture & Curriculum | Courses on gender across the university | Provision of gender courses to all the students | X | Faculties, The School of Graduate Studies, Core Program | Addition of new courses to the pool of (elective) courses | ||
Gender in Education | Culture & Curriculum | Gender equality in STEM | Planning and enforcement of activities for STEM | X | Faculties, The School of Graduate Studies, Core Program | Education, workshops and events for STEM | ||
Gender in Education | Culture & Curriculum | Development of a sensitive language in respect of gender equality | Directives for inclusive communication (Language and visual descriptions) | X | The Gender and Women Studies Research Center, | Development and enforcement of directives for inclusive communication | ||
Directorate of Corporate Communications | ||||||||
Gender in Education | Culture & Curriculum | Ensuring gender equality in education; enhancement of the dialogue and engagement among the male and female students | Informing the academic personnel to enhance gender equality and engagement in the classrooms | X | The Gender and Women Studies Research Center | Informing the academic staff of gender equality and engagement in the classrooms | ||
Gender in Education | Culture & Curriculum | Ensuring that the students are efficiently informed of the university’s anti-discrimination and gender-based policies | Addition of a chapter focusing on anti-discrimination, gender equality and diversity aspects in all syllabi | X | The Education Committee | Addition of a chapter based on gender equality and diversity in syllabi | ||
- Research
It is one of the priorities of our university in the field of research to monitor the gender data in the research deliverables such as research projects and publications, and to develop and put into practice a mentorship system in the respective areas. It is aimed to ensure improvement through a merit-based system in terms of fulfilling the criteria of appointments and promotions by means of enhancing the research competencies and deliverables of all the faculty members and researchers, leading to equality between men and women among the academic staff for all positions.
It is one of the main approaches of our university to safeguard gender equality in all the research processes and all the events, where the research deliverables are shared internally and externally such as conferences and panels in line with our gender equality approach.
Theme | Subject/Evidence to Discuss | Planned Action | Time Schedule | Responsible Person/Unit/Department | Success Indicators | |||
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| 2022 | 2023 | 2024 | |||||
Gender in Research | Gender & Research | Gender equality in research processes and deliverables | Monitoring the gender data within the scope of the research processes and deliverables | X | X | X | The Gender and Women Studies Research Center, The Directorate of R&D Resources, The Directorate of Institutional Research and Assessment | Percentages of male and female coordinators and researchers in research projects |
Percentages of male and female authors of publications and articles | ||||||||
Gender in Research | Gender & Research | A supporting mechanism aiming for gender equality in research processes | Development of a mentorship system aiming for gender equality in the scope of research projects and publications | X | The Gender and Women Studies Research Center, The Directorate of R&D Resources, The Directorate of Institutional Research and Assessment | The number and percentage of female employees receiving mentorship and, the percentages or male and female researchers by research deliverables | ||