Üniversitemiz Gender Equality Plan. Gender Equality Plan. In Turkey, the general principle of equality regulated in the Article No. The Article No. Paragraph added on May 7, ; Act No. The State has the obligation to ensure that this equality exists in practice. Sentence added on May 7, ; Act No. These agreements fulfil the requirements of the Article No. The principles set forth by the protection mechanisms stipulated by the aforementioned international treaties are the prevailing provisions in terms of gender equality. In the Prime Ministery Circular No. Van Yüzüncü Yıl University's basic management approach is based on the principle of developing and implementing a policy that provides justice, respect, fairness and equal rights among academic, administrative and auxiliary staff and students without any gender discrimination. Our university attaches importance to providing gender-based equality of opportunity in scientific research and development processes, administrative studies and academic fields. The activities carried out are reported annually See: Annual Reports. Van Yüzüncü Yıl University treats its students and staff fairly in all its activities and decisions, without making any discrimination among its stakeholders. At Van Yüzüncü Yıl University, respectful and sensitive behavior towards all stakeholders and social values is adopted. In all actions pertaining to gender equality, priority is given to social norms and values on the basis of respect for individual rights and freedoms. At the same time, utmost care is given to expand rights. A free discussion environment is provided for both students and staff within the university. In this sense, on Organized Team Support Sex condition that it does not call for violence and does not contain hate speech, gender equality is taken into account by prioritizing gender equality in freedom of expression. Both academic and administrative assignments and promotions are based on gender equality by considering gender equality according to knowledge and experience. Besides a "procedural justice" oriented approach is adopted, acting with a sense of institutional and social responsibility towards disadvantaged individuals and groups. The plan will be reviewed and updated based on the evaluation of its results. It endeavours to meet the requirements of the Gender Equality Plan and reports the outcomes annually. Ensuring gender equality balance in academic and administrative units. Positive discrimination practices such as quotas in favour of women who are under-represented in management and decision-making mechanisms, 2. Ensuring gender equality balance in decision-making mechanisms such as faculty boards and administrative boards in the academy, 3. Carrying out activities that raise awareness of gender equality within the institution, 4. Examining the available data on the professional development processes and management positions of female personnel in the academic and administrative units of the university and eliminating shortcomings. Establishing information data networks on gender equality and receiving support from relevant units in this scope, 7. Considering the gender equality perspective in the research activities of the project teams, research groups, laboratories and workshops, 8. Carrying out studies panels, training seminars, etc. Collaborating with non-governmental organizations, relevant institutions and women-oriented research centres at universities within the scope of an effective fight against gender-based violence, biases and discrimination with the aim of achieving the stated goals, Ensuring the work-life balance of the staff working in the academic, administrative and other units of the university in the context of gender equality. Responsible Unit. Determination of Organized Team Support Sex institutional targets to realize a policy sensitive to the social principles of the university. Equality Commission assignment schema and activity. Making institutional arrangements sensitive to work-life balance.
Positive discrimination practices such as quotas in favour of women who are under-represented in management and decision-making mechanisms, 2. To provide psycho-education and consultancy services to ensure that academic and administrative staff adapt to the university and increase their academic success. Number of assigned academic and administrative staff. Coaching and technically supporting programme and medical teams in the implementation of the medical activities. These agreements fulfil the requirements of the Article No.
Who is SPoD?
This Note argues that although all sexual favoritism in the workplace is harmful and should be regulated, the EEOC's Policy Guidance on. Men and women are two words that describe whether an individual is biologically female or male, as well as whether she or he fits into the society's role. SU Gender organizes an international webinar series focusing on sexual harassment, gender-based violence, diversity and inclusion inside and outside the. With the right and appropriate technical operations, we provide individualized treatments performed as soon as possible by the best experts in the country.Academic Activities [ edit ]. Ensuring that university joint elective courses are opened in study programs. Dünya Doktorları Derneği is an equal opportunity employer whereby we ensure all hiring and employment decisions, and operates all programs, services, and functions without the practices that discriminate against any person employed or seeking employment based on race, colour, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, disability, genetic information or any other status or characteristic protected under applicable law. To contribute to the protection and development of mental health,. There will be support on phone available, free upgrades for the next versions and free trial invitations for the upcoming products. It provides emotional support on issues such as coming out , peer bullying , family relationships and relationship difficulties. Due to the urgency to fill this post, DDD reserves the right to review the CVs on a rolling basis and selected candidates may be interviewed prior to the closing dates listed, therefore early applications are encouraged. Activities [ edit ]. Providing gender equality trainings to all units at the university. Retrieved Please visit www. Latest Update To provide hygiene habits necessary for individual and social life,. External links [ edit ]. Saketa offers different support models to meet the customer needs and better assist with any questions on the products purchased. Ensuring gender equality balance in decision-making mechanisms such as faculty boards and administrative boards in the academy, 3. Paragraph added on May 7, ; Act No. Communicates these values to staff and to partners and requires them to adhere to these values. Gender Equality Masterclass: Boosting your organizational performance by advancing equal opportunities powered by SCORE Training This Gender Equality Masterclass is based on the belief that modern workplaces need to continuously adapt and improve to promote equal opportunities for men and women. To determine the risks affecting the mental health of students, the needs, services and activities needed to protect their mental health,. Considering the gender equality perspective in the research activities of the project teams, research groups, laboratories and workshops, 8. It continues within the framework of transferring experiences, emotions and thoughts around it. To prevent smoking, alcohol etc addictions and help those who are addicted to their treatment,. Number of courses. Determination of course content and related materials. Ensuring preparation of all medical orders in collaboration with the Logistics Department and the submission of all medical purchase. Distanceless Talks are held online every Tuesday at 8 PM with the end of the pandemic. We are here to support you. Boosting enterprise performance by advancing equal opportunities. Examining the available data on the professional development processes and management positions of female personnel in the academic and administrative units of the university and eliminating shortcomings. Firstly, efforts were made to increase HIV awareness within the association by focusing on improving the capacities of other working areas and units within SPoD. Aim [ edit ]. Providing services by taking the necessary measures for the protection of individual rights and freedoms at the university. Gender Equality Plan. Equality Commission assignment schema and activity. Psychosocial support [ edit ].
