Gender equality dates back to the Treaty of Rome adopted in 1957, based on the "principle of equal pay for work of equal value", which aims to eliminate discrimination and inequality between men and women in different societies. With this concept adopted by the EU, the following points are clearly and unambiguously defined: Equal economic independence for women and men; equal pay for work of equal value; equality in decision-making; dignity, integrity and ending gender-based violence (EU Strategic Engagement for Gender Equality 2016-2019 Document). Thus, Gender equality is the name given to the whole of the processes carried out to equalize women with men in terms of legal and economic rights, especially in the public and private spheres. Üsküdar University gender equality action plan aims to identify the disadvantaged positions of women in society and to solve these problems. This goal is expressed in Article 10 of our Constitution as follows: "Everyone is equal before the law without distinction of language, race, color, sex, political opinion, philosophical belief, religion, sect and similar reasons. Article 10 of the Constitution directly establishes that it is the positive obligation of the state to realize gender equality and guarantees that affirmative action shall not amount to discrimination (Additional paragraph: 7/5/2004-5170/1 Art.)".
The implementation of this action plan covering a four-year period (2022-2026) will be committed, executed and monitored by the University Senate. Depending on the evaluation of the implementation results, it will be reviewed and renewed.
Purpose and Scope: It is aimed to ensure that women and men are equal in rights and opportunities and to combat discrimination. The scope includes the University's students, academic staff, all employees, informing the society and R&D activities.
- Conducting activities (conferences, seminars, meetings and events) to raise awareness on gender equality,
- Increasing the number of compulsory or elective courses in line with the decision to be taken by the authorized boards with the same or a different name of the "Gender Equality and Anti-Discrimination" course, which is an elective course in our curriculum,
- Providing information about sexual harassment and sexual assault, accessible application points and other requirements (lighting, transportation, etc.) to ensure a safe life on campuses,
- Encourage managers, academic/administrative staff and students to participate in trainings on gender equality,
- Monitoring efforts for gender equality,
- To work to strengthen the working style and functionality of the Solution Oriented Women's Problems Research and Application Center, Violence and Anti-Crime Application and Research Center, Forensic Sciences and Forensic Medicine Application and Research Center and other similar units and SKS departments that will work in cooperation in fulfilling these objectives.
Basis Article 10 of the Constitution and Law No. 6284, Üsküdar University Harassment and Discrimination Prevention Directive
| OBJECTIVE I: Conducting activities (conferences, seminars, meetings and events) to raise awareness on gender equality | ||||
| Action | Strategy | Responsible Unit | Period | Monitoring/Performance indicator/ benchmark |
| 1. Ensuring the adoption and cooperation of the Action Plan by the relevant units of our University | - Workshops will be organized with the participation of an authorized representative from each Faculty/Institute/SHMYO and Solution Oriented Women's Problems Research Application Center (ÜSÇÖZÜM), Department of Corporate Communication, Department of Health, Culture and Sports (SKS), student representatives and related communities. | Rectorate Faculty/Institute/SHMYO SOLUTION SKS Department of Corporate Communications |
2022-2026 | Action plan "key persons" list |
| 2. Projects related to gender equality (scientific research and thesis etc.) support |
- Attempts will be made by the Scientific Research Projects Coordination Unit (BAP) to support scientific research projects/theses on gender. It is aimed to support at least one research project each year within the specified period. -Meetings/workshops will be organized where graduate theses/scientific projects on gender will be presented. |
Rectorate BAP ARGEYEP Institute |
2022-2026 | Number of research projects on gender supported by BAP Number of meetings/workshops where research project presentations will be made |
| 3. Social and economic development related to gender equality Supporting responsibility projects |
-BAP and ARGEYEP, the social responsibility programs related to gender equality responsibility projects will be supported. Related at least one social responsibility project every year during the period support is aimed to be provided. -By the Department of Health, Culture and Sports, student communities to work on gender equality and gender equality Supporting related social responsibility projects will be provided. |
Rectorate BAP ARGEYEP Relevant Faculties SKS |
2022-2026 | Number of social responsibility projects supported in this context |
| 4. Socialization of academic staff and students encouraging and supporting the preparation of brochures, posters and films on gender equality |
- Competitions for the preparation of films, posters, brochures, etc. will be organized to encourage such activities. |
Rectorate SKS Department of Corporate Communication Related Faculties |
2022-2026 | Number of short films, posters and brochures supported in this context |
| 5. For senior and mid-level managers of academic units organizing information meetings |
- Conferences and discussion meetings will be organized. - Questionnaires will be prepared for the participants of the meetings and discussions in order to evaluate the effectiveness. |
Rectorate ÜSÇÖZÜM |
2022-2026 | Number of participants in meetings and discussions Participants' evaluation survey results |
| 6. To raise awareness on gender equality preparation of public service announcements within the university |
- Preparation of public service announcements with different content/theme on campuses is targeted. |
Rectorate Faculty of Communication Department of Corporate Communication Related Faculties |
2022-2026 | Prepared in the campuses number of public service announcements |
| OBJECTIVE II: Increasing the number of compulsory or elective courses in line with the decision to be taken by the authorized boards with the same or a different name of the "Gender Equality" course, which is an elective course in our curriculum. | ||||
| Action | Strategy | Responsible Unit | Period | Monitoring/Performance Indicator/Measure |
| 1. Organizing a workshop with volunteer faculty members to increase the number of gender courses at associate and undergraduate level | - Following the announcement of the workshop to the faculty members on the campuses, a workshop is planned to be organized and the results will be reported. - It is aimed to create a pool (Gender Education Group) consisting of faculty members who are willing to open gender courses. |
Rectorate |
2022-2026 | Volunteer to open gender classes the formation of a pool of faculty members (Gender training group) |
| 2. A training for gender lessons preparation of material |
- A training material group of volunteer faculty members and prepare books and visual materials. |
Rectorate Faculty/SMYO |
2022-2026 | Textbook Visual material |
| 3. Printing of training material | - The reproduction of the prepared material will be planned in coordination with the UU Publications and Publications Commission. | Rectorate Publication Commission |
2022-2026 | Book publishing |
| 4.Evaluation of gender courses | - Organizing an evaluation panel to discuss content, teaching materials and implementation issues for improving gender courses. | Gender training group Students in gender courses |
2022-2026 | Workshop final report Final report of evaluation surveys |
| 5. Conducting informative studies on gender equality | - It is planned to organize seminars at the campuses at least once a year. | SOLUTION | 2022-2026 | Informative work on gender equality in our campuses Number of |
| To provide information, accessible application places and other requirements (lighting, transportation, etc.) regarding sexual harassment and sexual assault in order to ensure a safe life on campuses | ||||
| Action | Strategy | Responsible unit | Period | Monitoring/Performance indicator/ metric |
| 1. Informing about Üsküdar University Harassment and Discrimination Prevention Directive | - Sharing the directive, which entered into force on 26.01.2017 and published on the Üsküdar University website in a way that everyone can access, with all units, staff and students of the university in relevant meetings. | Rectorate |
2022-2026 | Number of employees reached by the Harassment and Discrimination Prevention Directive and number of applications made |
| 2. Ensure that books and courses on gender equality include issues related to sexual harassment and sexual assault | - Sexual harassment and sexual assault will be included in the content of elective gender courses. | Dean/SHMYO Director Education Commission |
2022-2026 | Number of students taking the course |
| 3. Organizing informational meetings to raise awareness about sexual harassment and sexual assault, especially among preparatory and first-year students | - The briefing will provide information on the definition of sexual harassment and assault, what to do when confronted with sexual harassment and sexual assault, and how to act in a way that does not lead to sexual harassment and sexual assault. These information meetings will be organized every year. |
Rectorate Dean/SHMYO Director, SKS |
2022-2026 | Number of information meetings on sexual harassment and sexual assault |
| 4. Encourage the preparation of posters, brochures, handbooks, films against sexual harassment and sexual assault | - Developing a project proposal for the preparation of posters, brochures, handbooks and films on sexual harassment and sexual assault. - It is aimed to provide information on the relevant subject on the university's web page. |
Rectorate Faculty of Communication Corporate Communication DB Data Processing DB |
2022-2026 | Number of posters, brochures, handbooks and movies Number of information on the web page |
| 5. Review efforts to make university campuses safer against sexual harassment and sexual assault | -Lighting of the spaces within the university (first determining the spaces that are requested to be illuminated) -Providing awareness training on sexual harassment and sexual assault to security personnel and ward staff |
Rectorate Administrative Affairs DB |
2022-2026 | Number of illuminated places (showing the increase over the years) Number of services (in a way to show the increase over the years) Number of sexual harassment and sexual assault trainings provided to security personnel |
| To encourage administrators, academic/administrative staff and students to participate in trainings on gender equality | ||||
| Action | Strategy | Responsible unit | Period | Monitoring/Performance indicator/ metric |
| 1. Taking gender equality training participation certificates into account in appointments and promotions | - It is aimed to review all kinds of regulations and regulations regarding the appointment and promotion of academic and administrative staff and to add an incentive clause about having a gender equality training participation certificate. - It is aimed to prepare and carry out a training program for this purpose. |
Rectorate Department of Human Resources |
2022-2026 | Increasing the number of administrative and academic staff participating in gender trainings by 25% |
| 2. Organize a senate meeting with senior management and senators to encourage participation in gender trainings | - It is aimed that one Senate meeting will be held with a gender equality agenda and published. | Rectorate | 2022-2026 | Viewing rate of the Senate meeting Report of senators' feedback |
| 3. Conducting studies to improve the working conditions of women academics | - Quantitative and qualitative research will be encouraged to identify the problems of women academics. A workshop will be organized to make the problems of women academics visible. A report on the problems of women academics will be prepared. | SOLUTION | 2022-2026 | Report on the problems of female academics working at Üsküdar University |
| OBJECTIVE V. Monitoring efforts for gender equality | ||||
| Action | Strategy | Responsible unit | Period | Monitoring/Performance indicator/measure |
| 1. The university strategic plan has a social evaluation in terms of gender equality |
- It is aimed to prepare an evaluation report of the strategic plan evaluation commission. | Rectorate | 2022-2026 | Evaluation report |
| 2. The university's annual gender preparation of the equality report |
- It is planned to assess and report on the university in terms of gender equality indicators, including women's participation in management mechanisms, and to publicize the report internally and externally. - It is aimed to establish indicators of progress. It is aimed to present this publication at the university on March 8 every year and to monitor the progress for each year. |
Rectorate Human Resources DB SOLUTION |
2022-2026 | Annual evaluation reports Development indicators |
| To work to strengthen the working style and functionality of the Solution-Oriented Women's Problems Research and Application Center, Violence and Anti-Crime Application and Research Center, Forensic Sciences and Forensic Medicine Application and Research Center and other similar units and SKS departments that will work in cooperation in fulfilling these objectives | ||||
| Action | Strategy | Responsible unit | Period | Monitoring/Performance indicator/measure |
| 1.Üsküdar University Solution Focused Women's Issues and Strengthening the units related to the Application Center, Application and Research Center for Combating Violence and Crime, Forensic Sciences and Forensic Medicine Application and Research Center |
- It is aimed to provide personnel support to improve the work of the Center. |
Rectorate | 2022-2026 | Providing administrative support at the center Provision of a working office for the center |
| 2. Establishment of the ÜSÇÖZÜM Working Group | - Encouraging volunteer faculty and staff to work in cooperation with the Center - To organize meetings for this purpose - To ensure the coordination of the Working Group |
SOLUTION | 2022-2026 | Establishment of working groups |
| 3. Ensuring cooperation with university units coordinating efforts to eliminate gender inequality |
- To provide cooperation with other related centers of the university - To ensure the participation of all parties in the education and research of these centers with a holistic approach. |
Related centers of Üsküdar University |
2022-2026 | Number of collaborations with centers |