PAMUKKALE UNIVERSITY
GENDER EQUALITY PLAN
2022 - 2025
Pamukkale University attaches importance to ensuring gender equality in scientific research and development processes and corporate culture. The basic management approach of our university is based on developing and implementing a policy that ensures balance, diversity and equal rights between women and men academic, administrative staff and students. The Gender Equality Plan aims to overcome the problems that maintain inequality between women and men in the institutional structure in the medium term. The implementation of this action plan, which covers a three-year period (2022-2025), is guaranteed by the University Senate and will be carried out and monitored by Pamukkale University Women's Issues Research and Application Centre (KASUAM) and Gender Equality Committee. The plan will be audited and renewed depending on the evaluation of the implementation results. Within the scope of Pamukkale University Gender Equality Plan, the University Senate commits to carry out University-wide studies on the following issues.
Pamukkale University Gender Equality Policy
Pamukkale University takes preventive actions to prevent violations of rights such as sexist and oppressive mobbing, etc. In this context
1. PAU determines a zero tolerance policy against violations of rights such as sexist and oppressive, mobbing, etc.
2. PAU conducts regular trainings to ensure that everyone is aware of violations of rights based on unequal power relations such as sexist and oppressive, mobbing, etc. and the impact of violations on individuals.
3. PAU ensures that everyone knows that violations of these rights are criminal offences and that there is a zero-tolerance policy towards violations.
4. Persons on PAU boards of directors shall attend gender trainings within 6 months after the start of their term of responsibility.
5. Ensures that the PAU policy document is known by those connected with the organisation.
6. The policy document is made a component of orientation and training.
7. A chart of steps to be followed in cases of slander (mansplaning), mobbing, sexual harassment and discrimination is made available to employees
8. Meetings are moderated, guaranteeing equal voice.
9. The information contained in the policy document is converted into a training module and made available to all branches.
trainings of the policy document are held.
12. PAU Equality Commissions and KASUAM are responsible for the realisation and follow-up of the trainings in this policy document.
13. Individuals, boards or centres representing Pamukkale University receive "In-house egalitarian communication" training on using egalitarian communication language in press releases, web pages, panels, etc., giving equal time to female and male speakers, balancing female and male participants in panelists, equal representation of women and men on web pages or in favour of women.
Pamukkale University Gender Equality Plan
The objectives of Pamukkale University Gender Equality Plan are as follows;
Objective 1: To create an organisational structure based on gender equality
Objective 2: To make practices based on gender equality in personnel development, recruitment and selection processes
Objective 3: To carry out studies to raise awareness on gender equality for academic, administrative staff and students at the university
Objective 4: To carry out undergraduate and graduate level education and training processes in the field of gender equality
Objective 5: To meet the requirements for providing information about sexual abuse and sexual assault, harassment and mobbing, accessible reference points and other requirements to ensure safe living on campus
Objective 6: To carry out studies on the work-life balance of university staff
Objective 7: Carrying out studies to use a language that considers gender equality in all tools used in internal and external communication of the university
Objective 8: To develop architectural programme proposals that will provide a variety of spaces with gender equality sensitivity
Objective 9: To carry out monitoring studies.
OBJECTIVE 1: CREATING AN ORGANISATIONAL STRUCTURE BASED ON GENDER EQUALITY | ||||
ACTIONS | STRATEGIES | RESPONSIBLE UNIT | PERIOD | PERFORMANCE INDICATOR |
1. Determination of strategic institutional objectives to realise the gender equality policy of the university |
| Rectorate KASUAM General Secretariat | 2022-2025 | Number of women in senior management Number of female participation in units Report showing the university's female participation by year |
2. Establishment and functioning of the Gender Equality (GE) Committee and Equality Commissions |
| Rectorate Faculties/Schools General Secretariat Department Heads | 2022 | Faculty Equality Commissions assignment document and activity chart |
3. Adopting an approach based on gender equality in all decision-making mechanisms of the university |
| Rectorate KASUAM General Secretariat | 2022-2025 | Recruitment certificate Number of women appointed to representation mechanisms Number of female participation at management levels and in all university units |
4. Setting targets to eliminate the glass ceiling in front of the professional advancement of administrative, academic and auxiliary female staff and their representation in managerial positions in all units of the university |
| Rectorate KASUAM | 2022-2025 | Research project report on possible obstacles to women's representation in all units of the university Number of women participating in the Women Leader Training programme Number of speakers invited for women in academia meetings |
5. Announcement of Pamukkale University Gender Equality Plan |
| Rectorate KASUAM | 2022 | Representative attendance numbers |
OBJECTIVE 2: IMPLEMENTING PRACTICES BASED ON GENDER EQUALITY IN STAFF DEVELOPMENT, RECRUITMENT AND SELECTION PROCESSES | ||||
ACTIONS | STRATEGIES | RESPONSIBLE UNIT | PERIOD | PERFORMANCE INDICATOR |
1. Develop policies with a gender equality perspective regarding the university's recruitment and selection processes | The University establishes a recruitment, selection and recruitment system that will ensure the following conditions
| Rectorate General Secretariat | 2022-2025 | Number of recruitment interviews Recruitment certificate Contract document Number of information meeting participants |
2. It specifically prohibits discrimination based on sex, marital status, age, pregnancy (or the possibility of pregnancy), ethnic origin and other personal characteristics during recruitment and selection. | The University establishes a recruitment, selection and recruitment system that will ensure the following conditions
| Rectorate General Secretariat | 2022-2025 | Recruitment documents Staff announcement documents and numbers Recording of interviews and number of interviews |
3. The organisation has recruitment targets that promote gender equality at different levels and areas to eliminate occupational discrimination and ensure equal participation in employment. | They can develop positive actions to ensure parity, such as
| Rectorate General Secretariat | 2022-2025 | Number of female and male academics working in each faculty |
OBJECTIVE 3: TO CARRY OUT STUDIES TO INCREASE AWARENESS OF GENDER EQUALITY AMONG ACADEMIC, ADMINISTRATIVE STAFF AND STUDENTS AT THE UNIVERSITY | ||||
ACTIONS | STRATEGIES | RESPONSIBLE UNIT | PERIOD | PERFORMANCE INDICATOR |
1. Providing Gender Equality trainings to academic and administrative staff |
| Rectorate KASUAM General Secretariat Faculties MYOs SKS | 2022-2025 | Gender equality book Gender equality ppt file numbers Number of information meetings on sexual harassment and sexual assault |
2.Raising awareness of academic and administrative staff on gender equality |
| Rectorate KASUAM General Secretariat Faculties MYOs SKS | 2022-2025 | Number of posters, brochures Number of information on the WEB page Number of meetings where success stories are told Number of information meetings on sex and gender |
3. Raising students' awareness on gender equality and violence |
| Rectorate KASUAM General Secretariat Faculties MYOs SKS | 2022-2025 | Number of training participants Number of Events Organised Number of Content Produced |
4. Supporting projects (scientific research, thesis, etc.) on gender equality |
| Rectorate KASUAM BAP Institutes | 2022-2025 | Number of supported projects |
5. Supporting social responsibility projects related to gender equality |
| Rectorate KASUAM | 2022-2025 | Number of social impact projects |
OBJECTIVE 4: TO CARRY OUT UNDERGRADUATE AND GRADUATE LEVEL EDUCATION AND TRAINING PROCESSES IN THE FIELD OF GENDER EQUALITY | ||||
ACTIONS | STRATEGIES | RESPONSIBLE UNIT | PERIOD | PERFORMANCE INDICATOR |
1. Ensuring that the "Gender Equality" course under the same or different title at associate/undergraduate/graduate level is included in the programme as a compulsory or elective course, and if it cannot be included as a course, organising conferences, seminars, meetings, events, workshops, etc. |
| Rectorate KASUAM Faculties MYO Institutes OZD Unit | 2022-2025 | 20 Lecturers. Formation of a Gender Education Group consisting of 20 members Number of training of trainers Education book Number of ppt presentations prepared Number of courses offered |
2. Opening an interdisciplinary graduate programme in the field of gender equality and women's studies at the graduate level |
| Rectorate KASUAM Institutes | 2022-2025 | Number of women's studies programmes opened |
OBJECTIVE 5: TO MEET THE REQUIREMENTS FOR PROVIDING INFORMATION ON SEXUAL ABUSE AND SEXUAL ASSAULT, HARASSMENT AND MOBBING, ACCESSIBLE REFERENCE POINTS AND OTHER REQUIREMENTS TO ENSURE SAFE LIVING ON CAMPUS | ||||
ACTIONS | STRATEGIES | RESPONSIBLE UNIT | PERIOD | PERFORMANCE INDICATOR |
1.PAU adopts a zero tolerance policy against violations of rights such as sexist and oppressive, mobbing, etc. | A code of ethics, code of ethical conduct, workplace regulations and/or similar instrument explicitly prohibits
To meet the requirements for providing information about sexual abuse and sexual assault, harassment and mobbing, accessible reference points and other requirements to ensure safe living on campus To employ female security personnel. To ensure that female security personnel move around the campus with mobile vehicles Establishing an "equality line" where university students can express their needs through a call centre Ensuring the formation of violence prevention mechanisms To follow up harassment and mobbing notifications Creating a ring facility within the campus | Rectorate PAU Protection and Security Unit KASUAM Department of Information Processing PAU Hospital Chief Physician PAU Forensic Medicine PAU Department of Psychiatry PAU PDREM PAU Legal Consultancy | 2022-2025 | Policy document Gender equality handbook Mobbing handbook Sexual Harassment Handbook Defamation leaflet Gender equality handbook Number of informative inventories on the concepts of mobbing, harassment and slander on KASUAM's website Number of female security guards Number of harassment and mobbing reports received by the call centre equality line Number of applications Number of cases assessed |
OBJECTIVE 6: CONDUCTING STUDIES ON WORK-LIFE BALANCE OF UNIVERSITY STAFF | ||||
ACTIONS | STRATEGIES | RESPONSIBLE UNIT | PERIOD | PERFORMANCE INDICATOR |
1. The university adopts a gender-equal approach to staff working hours |
| Rectorate KASUAM General Secretariat Faculties MYOs PAU Administrative Units Centres BAP | 2022-2025 | Number of work life balance awareness seminars Number of women and men who took permission Work life balance needs analysis project work |
2. Promote a work-life balance based on shared social responsibility and equal opportunities for women and men to balance work and family life |
| Rectorate KASUAM General Secretariat Faculties MYOs PAU Administrative Units Centres BAP Public health AD Department of Labour Economics | 2022-2025 | Number of seminars to inform unit managers |
OBJECTIVE 7: TO CARRY OUT STUDIES TO USE A LANGUAGE THAT RESPECTS GENDER EQUALITY IN ALL TOOLS AND ENVIRONMENTS USED IN INTERNAL AND EXTERNAL COMMUNICATION | ||||
ACTIONS | STRATEGIES | RESPONSIBLE UNIT | PERIOD | PERFORMANCE INDICATOR |
1. The university has a communication language that supports equality |
| Rectorate General Secretariat KASUAM Faculty of Communication PDR | 2022-2025 | Institutional contact form sensitive to gender equality |
2. Making efforts to ensure that stakeholders (supply chain, collaborating organisations, etc.) become gender sensitive |
| Rectorate KASUAM General Secretariat | 2022-2025 | Number of information meetings given to the supply chain |
OBJECTIVE 8: TO DEVELOP ARCHITECTURAL PROGRAMME PROPOSALS THAT WILL ENSURE SPACE DIVERSITY WITH GENDER EQUALITY SENSITIVITY | ||||
ACTIONS | STRATEGIES | RESPONSIBLE UNIT | PERIOD | PERFORMANCE INDICATOR |
1. Making the physical spaces of the university gender sensitive |
| Rectorate KASUAM Faculties Rectorate Building Works Faculty of Architecture Civil Engineering Department | 2022-2025 | Number of illuminated places (to show the increase over the years) Number of rings (showing the increase over the years) Number of kindergartens Number of car parks allocated Number of breastfeeding and milking rooms allocated Number of paid sanitary napkin machines |
OBJECTIVE 9: CONDUCTING MONITORING STUDIES | ||||
ACTIONS | STRATEGIES | RESPONSIBLE UNIT | PERIOD | PERFORMANCE INDICATOR |
1. Monitoring gender equality and receiving feedback from staff and students | Collecting and analysing all data in a gender-disaggregated manner, and conducting studies to measure the perception of employees about whether their communication among themselves, with students and in external channels contains sexist elements. | Rectorate General Secretariat KASUAM Faculties Centres | 2022-2025 | Number of studies carried out |
2. Monitoring the effectiveness of recruitment, selection and equal participation processes |
| Rectorate General Secretariat KASUAM İİBF | 2022-2025 | Number of women members in committees Recruitment certificate |
3. Monitoring to ensure the effectiveness of steps taken and mechanisms established against sexual and gender-based harassment and violence at workplace, dating violence and domestic violence |
| Rectorate General Secretariat PAU Chief Physician Forensic Medicine PAU Department of Psychiatry PAU Department of Public Health PDREM | 2022-2025 | Establishment of violence prevention commission Violence prevention certificate Number of violence prevention mechanism development meetings Number of meetings where studies are announced |
4. Evaluation of the university strategic plan in terms of gender equality |
| Rectorate KASUAM CMB | 2022 | Evaluation Report |
5. Preparation of the university's annual gender equality report |
| Rectorate KASUAM | 2022-2025 | Annual evaluation reports |
6. Ensuring that gender equality is visible numerically at the university | Preparing a publication on "Paü in Numbers" every year on 8 March and announcing it on the web page or carrying out a BAP supported project | Rectorate KASUAM Student Affairs DB Personnel DB BAP SKS DB | 2022-2025 | PAU publication in numbers |
7. Strengthening Pamukkale University Women's Issues Application and Research Centre | Allocate an office for the Centre Employing a full-time employee Providing technical staff support for the development of the EB page | Rectorate | 2022 | Assignment of full-time employees Office provided Final version of the WEB page |