Introduction
At MEF University, our goal is to develop an inclusive and supportive environment across all academic and administrative processes. To achieve this, we have developed the Gender Equality Plan (GEP) to ensure that gender equality, inclusivity and diversity are upheld throughout the university. This plan acknowledges the challenges faced by different genders within our academic community and outlines specific actions to promote fairness and equal opportunities for all.
Considering Turkey's cultural diversity, we value providing a balanced and inclusive academic environment. With GEP, we aim to offer realistic and effective solutions that adapt to the continuously changing dynamics of our community. By focusing on achievable goals, we aim to create an environment where all university members are valued regardless of their gender.
We are aware that knowledge in higher education is not limited to textbooks and lecture halls; inclusiveness, respect, and justice are fundamental for us. As MEF University, we are committed to promoting an environment that supports diversity and place GEP at the heart of this understanding.
We aim to implement GEP based on the following core principles:
Viewing our university as a reflection of the diversity within our community and ensuring that GEP integrates this diversity into our university culture. Promoting an environment where individuals of all genders are equally valued, accepted, and supported.
Embracing inclusivity as the foundation of academic excellence, creating a culture where everyone can express themselves, be heard, and be supported.
Equipping our students with the values and skills needed for success in a globalized world. Instilling awareness of equality, diversity, and social responsibility to prepare them to contribute to an interconnected and diverse society.
Promoting a culture of equality and building a future with accessible opportunities for everyone through effective implementation of GEP.
Focusing on creating a fair environment without gender-based constraints and removing barriers to allow everyone to reach their potential.
Section I: Institutionalization and Capacity Building for Gender Equality
The aim of the Gender Equality Plan (GEP), in line with Article 10 of the 1982 Turkish Constitution, which states that “Everyone is equal before the law without any discrimination on grounds of language, race, color, gender, political opinion, philosophical belief, religion, sect, or other reasons,” is to promote a transformation in institutional structure targeting gender equality.
To ensure the success of GEP, a Gender Equality Monitoring Committee (GEPMC) will be established. This committee will oversee the implementation, coordination, and supervision of the plan.
Gender Equality Monitoring Committee (GEMC)
The members of the Gender Equality Monitoring Committee (GEMC) will be determined by the Rector of MEF University. The GEMC will report to the Rector. The GEMC will consist of academic and administrative staff and students. Priority will be given to those who have worked in or received education in the field of gender equality. The committee will regularly meet to set policies and perform the following tasks.
The GEMC will meet twice a year and its responsibilities include:
Providing strategic leadership and management for the implementation of GEP.
Setting annual goals for GEP.
Supporting the implementation of a regular gender equality reporting system.
Identifying critical action steps based on reports prepared by the Gender Equality Implementation Committee.
Evaluating overall success in terms of inclusivity and gender equality and promoting achievements in this area.
Gender Equality Implementation Committee (GEIC)
The Gender Equality Implementation Committee (GEIC) will be composed of representatives from relevant departments and units and will be appointed by the GEMC. The GEIC will meet at least twice a year and will perform the following tasks:
Monitoring and analyzing gender-disaggregated data and reporting it.
Evaluating and promoting progress towards GEP goals.
Creating and presenting an annual work plan aligned with GEP goals to the GEMC for approval.
Reporting to the GEMC, offering recommendations on sustainability, and updating the status of processes within GEP.
Providing notifications to identify priority actions for achieving gender equality.
Participating in or leading training opportunities, workshops, and awareness-raising activities on gender equality.
Supporting all initiatives approved by the GEMC.
Providing biannual reports on actions taken under GEP.
Section II: Recruitment and Career Development
The Turkish Constitution and Labor Law No. 4857 explicitly prohibit any form of discrimination among employees. These regulations include provisions that specifically prohibit discrimination in recruitment or workplaces based on factors such as language, race, color, gender, disability, political opinion, philosophical belief, religion, or sect.
As stated in Article 5 of the Labor Law, gender-based discrimination in the context of employment relations is strictly prohibited. The law clearly states that an employee’s gender cannot be a determining factor in setting lower wages for the same job.
Furthermore, proactive measures will be taken to promote a positive institutional culture, and mechanisms will be implemented to ensure gender balance in decision-making processes.
To strengthen employment and career development procedures, the following measures will be implemented:
Establishing committees and boards that consider gender balance.
Working to increase female representation among researchers applying for and receiving research funding, awards, and grants.
Addressing potential biases in recruitment processes, particularly in leadership positions, through training and awareness initiatives.
Encouraging the inclusion of gender dimensions in research activities.
Section III: Work-Life Balance
Believing in the importance of balancing work and personal life, MEF University aims to provide an environment where individuals can succeed both professionally and personally, contributing to the development of a fair academic community. Our university aims to create a culture that values the holistic well-being of all members of our academic family by promoting equal opportunities, spreading our gender policy, encouraging gender balance in education and teaching, organizing awareness training, and conducting regular surveys. By adopting the principle that a harmonious work-life balance is crucial for individual success and institutional progress, MEF University aims to provide each member with the necessary tools and resources to achieve success in their professional and personal goals.
To enhance work-life balance, the following principles and activities will be implemented:
Promoting equal opportunities and fair treatment for all genders.
Regularly disseminating the university's gender policy through internal communication channels.
Organizing training sessions to raise awareness about gender-based inequalities in the workplace.
Conducting surveys to monitor work-life balance and job satisfaction among employees.
Section IV: Education and Teaching
This section of GEP focuses on integrating gender equality principles into the university’s educational and teaching components and aims to create an environment that promotes awareness, understanding, and fair opportunities for all members of the academic community.
Curriculum Integration: Providing a comprehensive and inclusive educational experience by incorporating gender perspectives into academic disciplines.
Collaborating with faculty to review and update curriculum content to include diverse voices and gender-related topics.
Adding specialized elective courses or modules on gender-related issues to relevant fields of study
Faculty Training: Increasing faculty awareness of gender-related issues and equipping them with tools to integrate these perspectives into their teaching.
Organizing workshops and seminars on gender sensitivity in teaching methodologies.
Providing professional development opportunities for faculty to stay informed about current research and best practices in gender-focused education.
Student Education: Promoting an inclusive learning environment by explaining the importance of gender equality to students.
Integrating gender-related discussions and case studies into classroom activities.
Developing and implementing awareness programs and workshops addressing gender stereotypes, discrimination, and inclusive communication.
Administrative Staff Training Programs: Creating an inclusive university culture through training programs for management and support staff.
Organizing regular training sessions on recognizing and addressing gender bias in administrative processes.
Conducting workshops aimed at creating an inclusive and supportive environment for administrative staff.
Gender Equality Training in Research: Ensuring that research activities adhere to and promote gender equality principles by integrating gender dimensions into research methodology courses.
Collaborations and Partnerships: Enhancing the effectiveness of gender equality education and training programs by collaborating with external stakeholders. Partnering with NGOs and gender equality organizations to offer expert-led training sessions.
Assessment and Feedback Mechanisms: Regularly evaluating the impact of gender equality and collecting feedback for continuous improvement.
Conducting surveys and assessments to measure the effectiveness of gender-related training programs.
Encouraging open feedback channels for the university community to express their needs and opinions regarding GEP activities.
Section V: Research
This section of GEP emphasizes promoting gender equality in research activities at MEF University. By addressing potential biases, ensuring diversity in research projects, and developing an inclusive research culture, the university aims to conduct a knowledge production process that reflects diverse perspectives.
Inclusive Research Project Funding: Ensuring fair access to research funding for projects led by individuals of all genders.
Implementing transparent and inclusive criteria for the allocation of research grants.
Encouraging and supporting research proposals that explicitly address gender-related issues or aim to investigate gender inequalities.
Gender-Balanced Research Teams: Encouraging research teams to include diverse perspectives and viewpoints.
Promoting research collaborations that include members of all genders.
Providing training and resources for researchers to adopt gender-sensitive approaches in their work.
Creating guidelines for considering gender-related variables in research design across all disciplines.
Research Ethics and Gender Sensitivity: Ensuring ethical research practices that consider the potential impacts of different genders. Adding gender sensitivity training to research ethics courses.
Dissemination of Gender-Related Research Findings: Sharing and disseminating research findings that contribute to gender equality and challenge stereotypes.
Supporting the publication of research articles addressing gender-related issues.
Organizing seminars, conferences, and public talks to showcase and discuss gender-focused research.
Gender-Sensitive Data Collection and Analysis: Ensuring that research data collection and analysis methods are sensitive to gender differences.
Providing guidance on the use of gender-sensitive indicators in data collection.
Encouraging the disaggregation of research data by gender to identify potential inequalities.