MyKHAS

Non-Discrimination Policies For Transgender

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 At least %40 female members in all the commissions
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 50% of the academic and administrative staff receiving the training
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 The policy is available on the MyKhas and KHAS website, and both the policy and unit are announced to the KHAS society
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 Maintain and report the data separated based on the gender equality
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 A page on the KHAS website, where the Gender Equality Plan and the data on gender equality are made available

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

				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

				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
	Theme	Subject/Evidence to Discuss		Time Schedule			Responsible Person/Unit/Department
				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
Gender in Education	Culture & Curriculum				X		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

				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

KADİR HAS UNIVERSITY

POLICY PAPER ON THE PREVENTION OF GENDER-BASED HARASSMENT, SEXUAL HARASSMENT AND SEXUAL ASSAULT

PURPOSE

Kadir Has University (the “University”) considers its main goal to provide a university environment that is necessary to achieve academic freedom and carry out an excellent level of research and educational activities. Formation of a network of relationships and a democratic culture of living together, which supports the personal, intellectual and academic development of all the members of the University, is considered critical to create and uncompromisingly continue this intended environment.

The University is aware of the fact that one of the obstacles preventing us from achieving this goal is gender-based discrimination and violence and, warrants that gender, sexual orientation and gender identity based harassment as well as sexual harassment and sexual assault will not be tolerated and, such attitudes and behaviors will never be ignored. The members of the University are required to exercise due diligence and care in the creation and maintenance of a university environment free from this type of discrimination and violence.

Gender-based harassment, sexual harassment and sexual assault are the most common types of gender-based discrimination and violence. Gender-based discrimination and violence are based on the unequal power relations that are produced by patriarchal social structures. In such environments for which there is no efficient policy intended to prevent and eliminate these types of discrimination and violence, this problem reaches a perilous level due to hierarchical relations on the top of social inequality on one hand, and it also becomes invisible damaging both individual and corporate environment on the other hand.

A university is an environment where this invisibility is easily maintained due to its multi-level academic and administrative hierarchical structures. In fact, a university is one of the institutions that need to fight all these types of violence and discrimination as a reason for existing and due to its mission. On the other hand, gender-based harassment and assault that may occur in a university environment do not only negatively affect the mental and physical health of the exposed people but also may have an adverse impact on their daily working, education and academic lives accordingly. More importantly, these types of discrimination and violation breach human rights and subject to sanctions within the positive legal order. Accordingly, the University remembers in particular that these types of discrimination and violence are also considered crimes according to the applicable criminal law.

The Policy Paper on the Prevention of Gender-Based Harassment, Sexual Harassment and Sexual Assault (the “Paper”) is intended to identify the principles to create a university environment free from these types of discrimination and violence, and create a policy to provide a process that will result in mechanisms of prevention, support and reinforcement as well as investigation and sanctions. Accordingly, the

University warrants to establish an environment of trust, in which all those who are exposed or witness to gender based violence, sexual harassment and sexual assault are allowed to express their thoughts and opinions.

However, the purpose of this paper is not to prevent consent based relationships between individuals, impose a certain type of moral sentiment, limit the freedom of speech, or ensure that any type of personal stress and disturbance based on sexual issues is subject to formal processes and sanctions.

Kadir Has University hereby warrants that no type of gender-based harassment, sexual harassment and sexual assault will be ignored and publicly state that it is ready and determined to engage those, who may think that they have been exposed or witnessed to such actions, to take necessary steps for proper applications, make efforts to expand the awareness of the members of the University in this respect and prevent the occurrence of such actions, and carry out efficient investigations and sanctions through an all-purpose support and reinforcement mechanism in case of such allegations and applications.

As an indication of this determination, a Unit for the Prevention of Gender Based Harassment, Sexual Harassment and Sexual Assault (the “Unit”) was formed within the organization of the University. Together with the Regulation on the Unit for the Prevention of Gender Based Harassment, Sexual Harassment and Sexual Assault, this Paper identifies the definitions and principles for the activities of the Unit.

DEFINITIONS

Gender-Based Harassment

A type of harassment, which does not clearly contain any sexual word or behavior, but which may be imposed on certain individuals due to their sexual orientation or gender identity reinforcing the unequal social gender roles resulting in adverse impacts on those individuals.

Below is a non-exhaustive a list of such behaviors or attitudes that are considered gender-based harassment:

Comments that are disgraceful, derogatory and/or humiliating about the actual or perceived gender, gender identity, sexual orientation, appearance or private life (civil status etc.) of an individual;
Threats against an individual to disclose their sexual orientation or gender identity;
Misuse of the name, gender identity or preferred noun of an individual on purpose or refers to the past sexual identity of an individual persistently;
Discrimination against an individual due to their actual or perceived gender, gender identity, sexual orientation or private life (civil status etc.);
Exclusion, alienation or isolation of an individual due to their actual or perceived gender, gender identity, sexual orientation, appearance or private life (civil status etc.).

Sexual Harassment

A type of sexual word, attitude and other behaviors, which occurs without physical contact and not based on the consent of an individual. Considering the environment and context in which the incident occurs, a series of actions that are repeated insistently or a single action may be considered sexual harassment. It is not necessary that the said word, attitude or behavior is continuously repeated. However, the continuity of an action considered harassment makes it more severe.

Emotional or sexual relationships based on mutual consent between the individuals would not legitimate such actions that are considered sexual harassment. Any type of sexual word, attitude and other behavior which does not contain physical contact but which occurs without the consent of an individual within these types of relationships is considered within the scope of sexual harassment.

Below is a non-exhaustive a list of such behaviors or attitudes that are considered sexual harassment:

Catcalling, sexually explicit jokes or compliments or use of slang words;
Excessively insistent behaviors to flirt with;
Bothering with pornographic materials, sending or showing such materials;
Threating someone to use or spread the pictures, videos, sounds or other records etc. of an individual to force them for sexual intercourse or intimacy;
Recording sexual actions of an individual without their consent and spreading it;
Asking questions or gossips about the sexual life of an individual;
Sexually explicit actions by means of threats, blackmails or defamation or similar behaviors;
Stalking;
Annoyance with unwelcome glances or mimics;
Disturbance by means of sending or implying sexually explicit messages or requests using phone, e-mail or similar communication means or electronic social networks;
Insistent actions for sexual

Sexual Assault

Breach of the bodily immunity of an individual through sexual behaviors not based on the consent of the individual, which is not necessarily on a repeated basis.

Emotional or sexual relationships based on mutual consent between the individuals would not legitimate such actions that are considered sexual assault. A breach of the bodily impunity through sexual behaviors not based on the consent of an individual within these types of relationships is considered within the scope of sexual assault.

A sexual assault may occur within two forms:

An aggravated sexual assault is the breach of the bodily immunity of an individual, in other words, rape.
The other form is that a sexual assault that breaches the bodily immunity of an individual in a way that is different than that of an aggravated one. Among the examples of this type of sexual assaults are hugging, fondling, touching, tweaking on the cheek, kissing, taking someone by the hand and, stroking someone’s hair.

Stalking

Any type of sexual attitude and behavior, which creates physically or psychologically fear and/or sense of despair on an individual making them worrying about their safety, bodily, verbally, in writing or using a mean of communications and, which keep them under pressure. Stalking is a type of sexual harassment, which requires emergency measures to be taken.

Promise of Rewarding

Any type of promise of privilege, through which an individual is offered to get rewards, promotions or other undeserved gains if they accept a request to act in certain sexual or emotional relationships. A promise of rewarding is that an individual is explicitly or implicitly offered to get undeserved gains if they if they accept a request to act in certain sexual or emotional relationships. Promise of rewarding is a type of sexual harassment, which requires emergency measures to be taken.

Below is a non-exhaustive a list of such behaviors or attitudes that are considered a promise of rewarding:

In case of a person who is a student to whom an offer is made concerning a sexual behavior, then a promise to provide academic or financial support or share the exam questions;
In case of a person who is an employee to whom an offer is made concerning a sexual behavior, then a promise to promote them or increase their salary, alleviate the workload and/or shorten the work shift.

Retaliation

An action to make difficult explicitly or implicitly the business or education environment of an individual for revenge since the individual refuses an offer concerning a sexual or emotional relationship, plans to submit or submits a complaint due to gender-based harassment, sexual harassment or sexual assault, plans to report or reports concerning a witnessed action of gender-based harassment, sexual harassment or sexual assault. Retaliation or retaliation threat requires emergency measures to be taken.

Below is a non-exhaustive a list of such behaviors or attitudes that are considered retaliation:

In case of a person who is a student against whom retaliation is imposed, then lowering their grades, ignoring them, preventing them from asking questions or not answering those questions, refusing their requests for academic purposes, spreading rumors about them which could negatively affect them, making difficult for or preventing them from accessing academic and financial supports (e.g. scholarship, letters of recommendation etc.).
In case of a person who is an employee against whom retaliation is imposed, then preventing them from being promoted, ignoring them, hindering their professional development, refusing their requests for professional interviews, spreading rumors about them which could negatively affect them, making difficult for them to use their personal rights (such as annual leaves, overtime fees etc.) and forcing them to work in such positions that are not within the scope of their job definition.

Consent

For the purposes of this paper, the term “consent” should be understood that an individual efficiently, voluntarily and explicitly consents to a certain word, attitude or behavior. In case of an action with a risk of containing a defective intention such as a superior-subordinate relationship between the parties, whether or not a consent is provided as a reason for legality should be sensitively assessed considering the respective aspects of gender mainstreaming.

PRINCIPLES

Prohibition of Discrimination

The policies contained in this Paper are applied to individuals with no discrimination on the basis of gender, sexual orientation, gender identity, civil status, pregnancy, race, color, ethnic origin, national origin, membership of a national minority, birth, residential address, religion, sect, belief, language, accent, intonation, appearance, medical condition, disability, age, educational background, class, ownership, economic condition, social or communal origin, political or philosophical view, status or on any other basis.

Principle of Acting Quickly

The University take serious any application concerning such attitudes and behaviors that may be considered within the scope of this Paper and, act quickly making use of certain procedures based on the severity of the respective incidents.

In case it is found out that an attitude or behavior that falls into the scope of this Paper occurs among such individuals with corporate hierarchy and/or power asymmetry and, the education status, academic or administrative career or employment opportunity of the individual exposed to such attitude or behavior has been negatively affected; it has occurred in the form of stalking or promise of rewarding; it is subject to retaliation; the working or education environment of the individual has been severely harmed due to the frequency or severity of that attitude or behavior, it has created an hostile, humiliating and offensive environment, then the application submitted in this respect is immediately assessed and the respective measures are urgently taken in compliance with the applicable legislation.

Restorative Justice

Restorative justice is for a complete comprehension of the needs of an individual who is exposed to such attitudes and behaviors that fall into the scope of this Paper and intends to engage the individual into the possible position as much as possible and, include those around the individual and the person, who is claimed to have acted in such attitudes and behaviors, and those around this person upon the consent of the said individual. However, these solutions are not an alternative to or prerequisite for the existing legal processes or legal applications, in particular, disciplinary procedures and criminal proceedings. It will never be considered mediation or reconciliation.

Principle of Privacy

The University ensures that the process of dealing with any allegation concerning gender-based harassment, sexual harassment and sexual assault is carried out in compliance with the principle of privacy at every stages thereof so that it is possible to achieve privacy of the applicant and that person against whom the applicant is submitted to respect the dignity and the right of privacy concerning them.

Principle of Diligence

The University acts diligently and attentively at the every stage of the process of dealing with any allegation concerning gender-based harassment, sexual harassment and sexual assault to avoid further aggrieving the individual who is exposed to such attitudes and behaviors, and any type of practice that may harm the dignity of the parties thereto and prevent any action that would result in such consequences. Those in charge of the supporting process avoid any questioningly and accusatory attitudes, behaviors and implications, which would increase the level of aggrievement.

Principle of Statement-Based Procedures

Gender-based harassment, sexual harassment and sexual assault are considered facts that mostly occur between two people, that may remain ambiguous within the area of privacy and complexity of the interindividual relationships and thus that are not easy to assess and prove. This happens because those who are exposed to such attitudes and behaviors mainly keep silent due to the fear of stigmatization in the society and difficulties encountered during the legal applications as well as corporate hierarchy between the parties on the top of those difficulties.

During the function of the mechanisms provided under this Paper, the principle of comprehending the nature and context of the incident and following a holistic reasoning process concerning the respective individuals in case there is no material evidence.

Gender-based harassment, sexual harassment and sexual assault may cause confusion, shock, failure to interpret what is experienced and, self-blame. Therefore, an individual who believes that they have experienced one of these phenomena needs to refer to an unit or a person that could guide them even if they are not sure what they have experienced and, they need to be encouraged and supported in this respect.

Accordingly, the process of dealing with such attitudes and behaviors that are considered as gender-based harassment, sexual harassment and sexual assault is based on the statement of the applicant. This principle means that the impact of the alleged action on the applicant is to be considered to accept the application and the applicant is not to be expected to prove the existence of the action during the assessment process.

However, since any doubt that may appear due to insufficient evidence during the administrative and judicial investigation processes is interpreted in favor of the suspect, the individuals are to be informed about the importance of collecting and maintaining any type of material in a legal manner that could be used as evidence during the investigation processes when they are exposed to gender-based harassment, sexual harassment and sexual assault.

In case it is found during the process carried out after the application in a way that leaves no doubt that the claimant has provided misstatement and misleading statement, then necessary actions are to be taken against them in accordance with the disciplinary regulations. This Paper warns all the constituents of the University that they need to avoid making use of these mechanisms provided hereunder for emotional and other personal revenge purposes.

Principle of Willingness

Any member of the University who believes that they have been exposed to any gender-based harassment, sexual harassment and sexual assault is encouraged to apply to complaint mechanisms and informed of the supporting mechanisms. Nevertheless, a principle of willingness applies to proceed with the application and the process thereafter; the respective person is to make their own decision on if they wish to apply to any of these mechanisms. Other than the obligations for notification as may arise from the criminal code and other legal obligations, no procedure may be carried out without informing and obtaining the approval of the applicant. Accordingly, upon the first contact, the applicant must be informed of the notification obligations and legal obligations imposed on the University.

Principle of Trust

The University acts in compliance with the above-listed principles in a way not to harm the sense of trust of the parties, carries out all the mechanisms as may be necessary to protect those who have been exposed to and those who witness such attitudes and behaviors, and ensure that they are able to tell about everything they have experienced or witnessed in a safe manner, and intents to prevent any possible aggrievement due to unfounded claims.