Gender Equality Plan

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
ACTIONSSTRATEGIESRESPONSIBLE UNITPERIODPERFORMANCE INDICATOR
1. Determination of strategic institutional objectives to realise the gender equality policy of the university
  • Increasing the participation of women in senior management positions
  • Increasing women's participation in all units of the university
  • To transform Pamukkale University into an institution based on gender equality by 2025

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
  • Establishing equality commissions at the level of the Rectorate, Faculties/Schools/Institutes and Departments to ensure that they cover the whole university

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
  • The criteria for appointment to office are open, transparent and free from gender-based discrimination.
  • It is essential to ensure a gender-equitable composition (e.g. the critical threshold of ) in all representation mechanisms (e.g. university representation committees, academic, administrative and ethics committees, juries, selection commissions, etc.).
  • Increase the 41 per cent female executive ratio as of 2021 to 50 per cent and above by 2025

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
  • To identify quantitative data on the representation of women and men in middle and senior management positions, academic, administrative and ethical boards.
  • Develop leadership training programmes for women, including planning, follow-up, mentoring, training and/or retraining.
  • Organising Women in Academia Meetings in order to encourage women to take more part in decision-making processes and to encourage them to take managerial positions

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
  • Organising a meeting with the participation of representatives from all units of the university (academic, administrative staff, student representatives)

Rectorate

KASUAM

2022Representative attendance numbers
OBJECTIVE 2: IMPLEMENTING PRACTICES BASED ON GENDER EQUALITY IN STAFF DEVELOPMENT, RECRUITMENT AND SELECTION PROCESSES
ACTIONSSTRATEGIESRESPONSIBLE UNITPERIODPERFORMANCE 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

  • Standardisation of processes.
  • Documentation of procedures at all stages.
  • All candidates are assessed equally using skills-based selection criteria (i.e. qualifications, skills, competences, attitudes, experience based on the requirements of the position) and equal assessment criteria, processes, technical tests and psychological tests (if desired)
  • Equal application of the principles of equality and non-discrimination to providers of external recruitment, selection and recruitment services.
  • Job descriptions/profiles are skills-based and free of gender bias and discrimination based on sex. not include special requirements related to gender, ethnic origin, age, weight, height, reproductive status, appearance and marital status (exceptions apply for positive discrimination).
  • Ensuring that all relevant personnel are aware of the policy in question

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

  • Job advertsexplicitly prohibit asking personal questions about marital status, family or personal circumstances or other similar matters to assess factors not related to the job/task/job during vacancy announcements, recruitment examinations and interviews.
  • The explicit prohibition of requesting personal or private information during employment reference verification processes.

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

  • The organisation conducts, where necessary, recruitment and selection processes specifically for women in order to balance their presence in the staff.
  • The organisation has set quotas or specific targets for a certain period of time in order to balance the participation of female and male employees in occupations with a high proportion of female-dominated and/or male-dominated occupations.

Rectorate

General Secretariat

2022-2025Number 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
ACTIONSSTRATEGIESRESPONSIBLE UNITPERIODPERFORMANCE INDICATOR
1. Providing Gender Equality trainings to academic and administrative staff
  • To provide training of trainers to representatives from all academic and administrative units to provide in-service trainings that will raise awareness on gender equality
  • Collect evidence that unit representatives have provided this training to staff in their units
  • Compulsory attendance to in-service trainings once a year

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
  • Preparing informative brochures, booklets, infographics and organising events for academic and administrative staff
  • Producing media content that conveys the success stories of successful female academic and administrative staff
  • To work to ensure that stereotypes that have an impact on the choice of profession do not prevent the choice of profession

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
  • Providing Gender Training to student societies
  • Encouraging communities to organise activities related to gender equality
  • Producing social media content that will raise awareness on gender equality (videos, visuals, infographics, etc.)

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
  • To make initiatives for the support of scientific research projects / theses on gender by the Scientific Research Projects Coordination Unit (BAP)

Rectorate

KASUAM

BAP

Institutes

2022-2025Number of supported projects
5. Supporting social responsibility projects related to gender equality
  • Encouraging students, academic and administrative staff to participate in creative projects with high social impact in order to disseminate and promote gender equality

Rectorate

KASUAM

2022-2025Number of social impact projects
OBJECTIVE 4: TO CARRY OUT UNDERGRADUATE AND GRADUATE LEVEL EDUCATION AND TRAINING PROCESSES IN THE FIELD OF GENDER EQUALITY
ACTIONSSTRATEGIESRESPONSIBLE UNITPERIODPERFORMANCE 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.
  • Establishing a pool of lecturers willing to teach Gender Equality courses
  • To carry out training with lecturers from all academic units in order to provide Gender Equality courses to students in Faculties / Schools
  • To create the content of the Gender Equality course and guide training material

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
  • To analyse national and international examples
  • To create the programme curriculum
  • To carry out the programme application process

Rectorate

KASUAM

Institutes

2022-2025Number 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
ACTIONSSTRATEGIESRESPONSIBLE UNITPERIODPERFORMANCE 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

  • Sexist jokes, inappropriate and offensive verbal and non-verbal sexist language.
  • Sexual and gender-based harassment in the workplace.
  • Mobbing
  • Slander (Mansplaining)

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
ACTIONSSTRATEGIESRESPONSIBLE UNITPERIODPERFORMANCE INDICATOR
1. The university adopts a gender-equal approach to staff working hours
  • The University supports work-life balance by encouraging employees to adhere to standardised working hours and promotes the joint fulfilment of family responsibilities.
  • The University uses a mechanism to identify staff work-life balance needs (e.g. regular data collection/needs analysis)

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
  • Leave systems that are gender sensitive and encourage responsibility sharing
  • Practices on elderly and child care that are gender-sensitive and encourage responsibility-sharing
  • Working methods that facilitate work-life balance
  • Facilitating flexible working arrangements such as flexible working hours, working from home, shared working, reduction of working hours

Rectorate

KASUAM

General Secretariat

Faculties

MYOs

PAU Administrative Units

Centres

BAP

Public health AD

Department of Labour Economics

2022-2025Number 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
ACTIONSSTRATEGIESRESPONSIBLE UNITPERIODPERFORMANCE INDICATOR
1. The university has a communication language that supports equality
  • To prepare and disseminate a guideline for embedding a language based on gender equality within the organisation
  • To use concepts and sentences that do not discriminate gender and do not include gender differences in all internal and external correspondence.
  • Avoid gender bias in job or position titles or job descriptions.
  • To have a communication strategy free of gender bias, gender-based discrimination, sexist language, gender stereotypes.
  • Avoiding the use of sexist or gender stereotyping images in university communication channels (website, all printed materials, etc.).
  • To observe the balance of women and men in the images used in the university's web page and news

Rectorate

General Secretariat

KASUAM

Faculty of Communication

PDR

2022-2025Institutional contact form sensitive to gender equality
2. Making efforts to ensure that stakeholders (supply chain, collaborating organisations, etc.) become gender sensitive
  • Carrying out awareness raising activities for stakeholders to become gender sensitive
  • Informing stakeholders about PAU Gender Equality Plan
  • Using a language sensitive to gender equality in stakeholder communication

Rectorate

KASUAM

General Secretariat

2022-2025Number of information meetings given to the supply chain
OBJECTIVE 8: TO DEVELOP ARCHITECTURAL PROGRAMME PROPOSALS THAT WILL ENSURE SPACE DIVERSITY WITH GENDER EQUALITY SENSITIVITY
ACTIONSSTRATEGIESRESPONSIBLE UNITPERIODPERFORMANCE INDICATOR
1. Making the physical spaces of the university gender sensitive
  • To illuminate all areas within the university in such a way that employees and students feel fully safe
  • All areas (toilets, showers, changing rooms, places of worship, etc.) organised separately for women and men are built in an adequate manner, taking into account the gender representation on campus.
  • To create milking and breastfeeding rooms in each faculty / Vocational School etc. unit and to furnish all the necessary needs for milking and storage in the rooms
  • Establishing a nursery and day care centre to operate within the university campus
  • To ensure that car parking spaces are reserved for pregnant and nursing mothers in faculty car parks
  • To make negotiations and agreements with the relevant institutions in order to provide access to paid sanitary pad machines in all women's WCs of the university

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
ACTIONSSTRATEGIESRESPONSIBLE UNITPERIODPERFORMANCE INDICATOR
1. Monitoring gender equality and receiving feedback from staff and studentsCollecting 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

2022-2025Number of studies carried out
2. Monitoring the effectiveness of recruitment, selection and equal participation processes
  • Ensuring gender balance in recruitment committees
  • Monitoring and evaluating whether the university takes gender equality into account in the selection, recruitment, appointment and promotion processes of all academic, administrative and auxiliary female and male staff and whether it includes discrimination based on gender

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
  • Regular review of the functioning of the violence prevention mechanism
  • "Taking into account the balance between the number of complaints received by the Equality Line and the number of cases resolved.
  • Developing the necessary tools for periodic monitoring of staff perception of the awareness, accessibility and effectiveness of mechanisms among female and male employees (survey, etc.)

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
  • Establishing the strategic plan evaluation commission and preparing an evaluation report

Rectorate

KASUAM

CMB

2022Evaluation Report
5. Preparation of the university's annual gender equality report
  • Evaluating and reporting the representation of women in the management mechanisms of the university according to gender equality indicators

Rectorate

KASUAM

2022-2025Annual evaluation reports
6. Ensuring that gender equality is visible numerically at the universityPreparing 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

2022-2025PAU 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

Rectorate2022

Assignment of full-time employees

Office provided

Final version of the WEB page