HACETTEPE UNIVERSITY
GENDER EQUALITY ACTION PLAN
(2022-2026)
In order to reveal the current status of Hacettepe University on gender equality, categories of decision-making mechanisms, university administration staff, number of students, academic and administrative staff, projects, courses and theses regarding gender, student societies, patents and documentation, assignment and mobility have been examined and an action plan has been created in this regard.
OBJECTIVE 1: WORK-LIFE BALANCE AND ORGANISATIONAL CULTURE PLANNING
The most important tools for increasing the well-being of individuals and ensuring gender equality are work-life balance practices including childcare supports, parental leave, flexible working arrangements, career restart programmes and workload management. In 2021, 69 staff members took paternity leave and 162 staff members took maternity leave at Hacettepe University. The day care located on Sıhhiye campus meets the need, however, there is no nursery serving the 0-3 age group on Beytepe campus. There are no infant care rooms to meet the postnatal needs of parents.
| Planned Actions | Implementation Methods and Strategies | Responsible and Related Units | Period | Monitoring Processes and Methods |
|---|---|---|---|---|
| 1.1. Conducting quantitative (survey) and qualitative (focus group interviews) research to identify needs and problems based on gender equality |
- Focus group studies - Surveys - Workshops |
Responsible Unit - HUWRIC (Hacettepe University Women's Research and Implementation Center) Related Units - Institute of Population Studies |
2022-2026 |
- Determining problems and needs by carrying out studies at regular intervals (every 3 years) |
| 1.2. Promoting the use of parental leave and childcare leave |
- Training academic and administrative staff about childcare and parental leave - Planning flexible working arrangements for parents with disabled children - Sharing the leave given to only one parent between the parents with a disabled child |
Responsible Unit - Directorate of Personnel Affairs Related Units - IT Department - Collaboration between Academic and Administrative Units and ACEV (Father Support and Mother Support Programmes) |
2022-2026 |
- Monitoring the use of childcare and parental leave by creating a Gender Equality Database - Annual reporting of monitoring that reveals difficulties in taking leaves |
| 1.3. Establishing infant care rooms in needed places on both campuses |
- Planning an infant care room to meet the needs |
Responsible Unit - Directorate of Construction and Technical Works Related Unit - Directorate of Strategy Development |
2022-2026 |
- Establishing at least two infant care rooms |
| 1.4. Putting measures to prevent all kinds of discrimination, mobbing, and sexual harassment to increase well-being |
- Organising trainings to raise awareness - Establishing a solidarity network among female employees - Conducting research to reveal and prevent violence against staff members due to gender-based discrimination and sexual orientation - Developing mechanisms to staff members experiencing gender-based discrimination |
Responsible Unit - Commission for Protection and Support Against Sexual Harassment and Sexual Assault Related Units - HUWRIC - Office of Legal Affairs |
2022-2023 |
- Establishment of a Gender Equality Commission - Monitoring studies - Monitoring and reporting mobbing (annual) |
| 1.5. Bringing work ethic principles to ensure the continuity of work-life balance |
- Putting limits to working-from-home practices out of office hours - Raising awareness on working out of office hours - Applying flexible forms of work, where necessary, within the framework of the childcare load of the staff members, not developing a punitive attitude towards employees |
Responsible Unit - Ethics Committee |
2022-2026 | - Monitoring and reporting of the complaint application process (annual) |
| 1.6. Facilitating the adaptation process of postpartum female academic and administrative staff; taking institutional measures on performance evaluations promotions |
- Establishing a day care unit and increasing the capacity of the nursery on Beytepe campus - Bringing nurseries to a higher standard to meet the needs of children with disabilities and chronic diseases - Putting separate performance evaluation criteria for female staff in the first three years after delivery |
Responsible Unit - Directorate of Personnel Affairs Related Units - Directorate of Health, Culture and Sports - Directorate of Strategy Development - Academic and Administrative Units |
2022-2026 |
- Creating Gender Equality Database and its monitoring (annual) |
| 1.7. Creating a Gender Equality Database | Responsible Unit - Directorate of Personnel Affairs Related Units - IT Department |
2023-2026 |
- Reporting (every 2 years) |
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| 1.8. Developing mechanisms for gender equality to take place in organisational culture |
- Conducting informative studies for staff members - Conducting informative and visual-educational studies for the equitable language use of university components - Sharing the university's gender equality policies with students - Meeting with female students to eliminate gender inequalities from campus life |
Responsible Unit - General Secretariat Related Units - Sustainable Teaching and Learning Center - Directorate of Press and Public Relations - Directorate of Health, Culture and Sports |
2022-2026 |
- Reporting on training activities (every 2 years) |
OBJECTIVE 2: GENDER BALANCE IN LEADERSHIP AND DECISION-MAKING PROCESSES
When the gender equality in leadership and decision-making mechanisms at Hacettepe University is analysed numerically, it is seen that all the rectors elected and appointed since 1967 have been men, while one of the three vice-rectors in 2020 and 2021 has been a woman, as of March 2022, all four vice- rectors are men. While the University has a better picture in terms of numerical gender equality in academic and administrative management levels such as the Senate, the Executive Board, the Dean's Office, Graduate School Deputy Directors, Vocational School Deputy Directors, Center Directors and Assistants, the Hospital Deputy Chief Physicians, the Faculty/Institute/School Secretariats, it is understood that management levels such as the General Secretariat, School Directorates, Hospital Directorates, Departments are predominantly men. In this regard, actions and strategies for gender equality in leadership and decision-making mechanisms are aimed at improving the existing capacity of Hacettepe University.
| Planned Actions | Implementation Methods and Strategies | Responsible and Related Units | Period | Monitoring Processes and Methods |
|---|---|---|---|---|
| 2.1. Incorporating gender equality into the University's corporate identity |
- Placing the gender equality component in the Strategic Plan, Quality Management System and Performance Evaluation processes - Providing training on sensitivity to gender equality to the units responsible for the planning and implementation of the budget - Evaluating the legal regulations made by the Senate in terms of content and language on the basis of gender equality by establishing a Legislation Evaluation Commission within the university - Establishing development indicators on gender equality |
Responsible Unit - Senate Related Units - Office of Legal Affairs - HUWRIC - Quality Commission - Directorate of Strategy Development - Student Affairs Department - Directorate of Personnel Affairs - Directorate of Health, Culture and Sports |
2022-2026 |
- Strategic Plan Evaluation Report (every 5 years) - Legislation Evaluation Report (1 time) - Gender Equality Evaluation Report (annual) - Update of “Women and Men in Numbers at Hacettepe University” (annual) - Submission of the publication to the Senate and its publication on the website (annual) |
| 2.2. Analysing leadership and decision-making processes; carrying out regular monitoring and evaluation activities |
- Establishing a Gender Equality Commission, providing expert and secretarial support, preparing its directive - Preparing and evaluating Gender Equality Commission 's Gender Equality Monitoring Report; sharing it with the public and all units; and submitting it to the Senate - Ensuring the monitoring and reporting function through the Commission, which is elected from the Senate and consists of 3 members |
Responsible Unit - Gender Equality Commission Related Units - Research Performance Evaluation Unit - Directorate of Personnel Affairs - Academic Units - HUWRIC |
2022-2026 |
- Establishment of a Gender Equality Commission - Preparation of Gender Equality Monitoring Report (3 years) - Publication of the report on the University website |
| 2.3. Evaluating the work of the Gender Equality Commission |
- Preparing annual report |
Responsible Unit
- Gender Equality Commission |
2022-2026 |
- Number of reports |
| 2.4. Forming cooperation among the Gender Equality Commission and public institutions, local governments and non-governmental organisations providing services for gender-based violence |
- Organising meetings, visits |
Responsible Unit - Gender Equality Commission |
2022-2026 |
- Number of meetings and visits - Meeting and visit results reports |
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2.5. Ensuring numerical gender equality by considering the principle of merit in managerial and leadership positions Sub-objectives: - Building consideration and transparency of gender equality in Committee/Board memberships - Ensuring gender equality at the level of assistant manager - Establishing consideration of gender equality in promotions at all levels - Ensuring gender equality at the presidential level and administrative boards of student societies - Considering the principle of gender equality in student representatives - Ensuring female students come together with successful role models in their fields and share their experiences |
- Targeting 50% in academic and administrative management positions - Starting with the target of 25% to ensure a gradual increase in academic and administrative units with a female ratio below 10% - Encouraging 50% female representation in student representation and community administrations - Taking the 50% rate as a basis and encouraging it in assistant manager positions - Adopting the absence of administrators of the same sex in academic and administrative units for two consecutive terms as a principle |
Responsible Unit - Senate Related Units - Academic and Administrative Units - General Secretariat - Directorate of Personnel Affairs - Directorate of Health, Culture and Sports |
2022-2026 |
- Evaluating the 50% target in academic and administrative management positions by Gender Equality Monitoring Report - Evaluating the 50% target of student community administrations and the number of student representatives by Gender Equality Monitoring Reports - Adding a quota application to the relevant legislation and regulations |
| 2.6. Increasing gender equality awareness of directors in academic and administrative positions |
- Giving Gender Equality Training to directors in academic and administrative positions - Adding the Gender Equality module to the Training of Trainers Programme for the promotion of academic staff - Preparing Gender Equality Implementation Guide and adding it to the University web page |
Responsible Unit - Senate Related Units - Board of Directors - General Secretariat - HUWRIC - Women and Gender Studies Master's Programme Administrators - Sustainable Teaching and Learning Center - IT Department |
2022-2026 |
- Appointed directors within the first three months - In 2024, 50% of the directors in academic and administrative positions; 100% to have received gender equality training by 2025 - Preparing Gender Equality Practice Guide and publishing it on the University website (2023) - Gender equality module to Trainers' Training (2022) |
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2.7. Empowering/supporting female employees for leading and managerial positions Sub-objectives: - Tackling the problems that prevent women from seeking managerial positions - Reducing gender-based intimidation and violence against women directors and leaders - Transforming the management perception of male-dominated institutional organisation - Adopting management's commitment to gender equality as a key leadership component - Planning consultancy works for women in managerial positions and faculty members; providing training in the areas needed |
- Representing women employees at the level of the Senate and institutes by creating organisational networks to convey their problems and demands - Sharing experience among female role models - Conducting advocacy activities owned by women leaders within the scope of combating gender-based intimidation and violence - Monitoring and reporting of University Administrative Board and Senate meetings in terms of gender equality by the Gender Equality Commission |
Responsible Unit - Senate Related Units - Board of Directors - General Secretariat - Academic and Administrative Units - HUWRIC - Women and Gender Studies Master's Programme Administrators - Gender Equality Commission |
2022-2026 |
- Establishing a network of female employees (2023) - Conducting experience sharing activities for female role models - Organising activities aimed at preventing gender-based mobbing and violence with the participation of women leaders (at least 1) - Publishing the Gender Equality Monitoring Reports of the Board of Directors and the Senate on the website (annual) |
OBJECTIVE 3: GENDER EQUALITY IN APPOINTMENT AND UPGRADE PROCESSES
Hacettepe University does not have a gender equality resource regarding recruitment and career progression; the commissions in charge do not receive any training on this subject. Detailed data on processes disaggregated by gender equality are not available. In addition, there is a need for mechanisms to which people experiencing discrimination can apply and through which the processes are managed by specialists.
| Planned Actions | Implementation Methods and Strategies | Responsible and Related Units | Period | Monitoring Processes and Methods |
|---|---|---|---|---|
| 3.1. Improving appointment and promotion processes based on gender equality | - Including gender equality in recruitment and promotion processes in the Gender Equality Implementation Guide
|
Responsible Unit - Senate Related Units - General Secretariat - Directorate of Personnel Affairs - Directorate of Strategy Development - Academic Units - HUWRIC - Sustainable Teaching and Learning Center - Corporate Ethics Committee |
2022-2026 |
- Preparation of Gender Equality Implementation Guide (1 time) - Gender Equality Monitoring Report (annual) - Gender Equality Research Report (1 time) - Institutional Ethics Committee (or Mobbing Commission) (annual) - Adding a condition for participation in Gender Equality Training to the appointment and promotion legislation |
| - Including the recruitment and career advancement processes of academic staff in the Gender Equality Practice Guide | 2024 | |||
| - Securing the evaluation of problems based on gender inequality in appointment and promotion processes by the Institutional Ethics Committee | 2022 | |||
| - Adding a Gender Equality Training requirement to the legislation on appointments and promotions (consistent with Action No. 2.6) | 2022 | |||
| - Excluding that are not related to occupation/duty/job factors (such as gender, marital status, pregnancy, parenthood) in the appointment and promotion processes |
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3.2. Raising awareness on the implementation of the appointment and promotion processes in a gender-sensitive manner |
- Seeking Gender Equality Training participation certificate in appointments and promotions (consistent with Action 2.6.) | Responsible Unit - Senate Related Units - Board of Directors - General Secretariat - Academic Units - Directorate of Personnel Affairs - Directorate of Strategy Development - HUWRIC - Sustainable Teaching and Learning Center - Distance Education Application and Research Center |
2022-2026
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- Gender Equality Training (1 time) - At least 40% of the appointed and promoted staff members must have attended Gender Equality Training (annual) - Number of trainings organised (annual) - Number of staff members participating in the training (annual) - Training reports (annual) |
| - Providing Gender Equality Training to the academic and administrative staff involved in the appointment and promotion processes | 2023 | |||
| - Ensuring that newly appointed staff members receive Gender Equality Training | ||||
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3.3. Taking measures to support women in appointment and promotion processes |
- Identifying areas where women are under-represented, carrying out positive discrimination studies in these areas (priority recruitment, quota, target setting for the number of women/men, incentive obligation in applications, prohibition of discrimination, etc.) - Using standardised CV formats in the appointment and promotion processes and the evaluation of applications independent of non-task-related issues - Developing gender equality support programmes in the fields of Science, Technology, Engineering and Mathematics (STEM) - Encouraging female undergraduate students to apply to master's and doctoral programmes - Supporting female academic staff at their career start - Providing training to female administrative staff in the fields of career development and management - Bringing gender equality references in appointments or promotions |
Responsible Unit - Senate Related Units - Directorate of Personnel Affairs - Academic Units - Directorate of Strategy Development - Directorate of Health, Culture and Sports - Career Development Application and Research Center - Relevant Student Societies - General Secretariat - Sustainable Teaching and Learning Center |
2022-2026 |
- Analysis with Gender Equality Research Report (1 time) - Number of people who are subject to positive discrimination based on merit (annual) - Standardised CV formats (annual) - Number of Gender Equality Scholarships (annual) - Number of Gender Equality Trainings (annual) - Number of appointments and promotions that emphasise gender equality (annual) |
OBJECTIVE 4: INTEGRATION OF THE GENDER EQUALITY DIMENSION IN RESEARCH AND EDUCATIONAL CONTENT
Between 2018 and 2021, 54.3% of the executives of TÜBİTAK projects are women; 49.4% of the total project budgets were carried out by women researchers. In HT-TTM projects, women executives received 61.5% of the total budget with 57%. 5.6% of 18 national patent documents belong to women. On gender equality, there are 90 articles scanned in WoS as Hacettepe University publication, 30 articles scanned in Scopus (24 in partnership with WoS), 30 articles scanned in Turkish Academic Network and Information Center (ULAKBIM), and also 31 thesis studies. Throughout the university, there were 8 elective courses at the undergraduate level in the 2021-2022 Spring semester, and 4 elective courses, which are planned to be opened in the 2022-2023 Fall Semester. There are 55 graduate courses and 15 doctorate courses, 24 of which are within the scope of the “Women and Gender Studies Master's Programme (with Thesis)”.
| Planned Actions | Implementation Methods and Strategies | Responsible and Related Units | Period | Monitoring Processes and Methods |
|---|---|---|---|---|
| 4.1. Supporting research and projects related to gender equality |
- Supporting projects on gender equality and/or impacts on gender equality in terms of results - Increasing the number of theses on gender equality - Organising workshops to present research on gender equality - Reserving space for gender equality related research in the Gender Equality Database - Putting gender equality related studies on the University website - Adding an additional clause in Scientific Research Projects Coordination Unit application forms stating that there is no discrimination based on gender equality - Bringing the requirement of taking Gender Equality Training to the coordinators of projects funded by Scientific Research Projects Coordination Unit |
Responsible Unit - Scientific Research Projects Coordination Unit Related Units - Academic Units - Women and Gender Studies Master's Programme Administrators - Sustainable Teaching and Learning Center - Library and Documentation Department - IT Department - Directorate of Press and Public Relations |
2022-2026 |
- Number of projects supported by Scientific Research Projects Coordination Unit on gender equality (annual) - Number of theses on gender equality (annual) - Workshops on gender equality (annual) - Gender Equality Database - University website - Additional clause to be added to Scientific Research Projects Coordination Unit application forms against gender-based discrimination - Number of participants in Gender Equality Training (annual) |
| 4.2. Supporting female academic staff in the field of research projects |
- Examining projects funded by Scientific Research Projects Coordination Unit in terms of gender equality - Providing training to female academic staff on project development and execution to encourage project application - Identifying the barriers to research processes of female academic staff |
Responsible Unit - Scientific Research Projects Coordination Unit Related Units - Academic Units - Project Support Office - Hacettepe Technopolis Technology Transfer Center - Sustainable Teaching and Learning Center - Volunteer Faculty Members |
2022-2026 |
- Gender Equality Monitoring Report (annual) - Number of trainings on project development and execution (annual) - Number of academic staff participating in the training (annual) - Gender Equality Research Report (annual) |
| 4.3. Supporting social responsibility projects on gender equality |
- Supporting social responsibility projects related to gender equality in student societies |
Responsible Unit - Directorate of Health, Culture and Sports Related Units - Student Societies |
2022-2026 |
- Number of supported social responsibility projects (annual) |
| 4.4. Encouraging projects on gender equality |
- Organising a project competition on gender equality; giving awards to successful project owners - Introducing national and international scholarships, financial support mechanisms and project applications related to gender equality |
Responsible Unit - Scientific Research Projects Coordination Unit Related Units - Technopolis - Hacettepe Technopolis Technology Transfer Center - Project Support Office - Faculties and Institutes - Directorate of Press and Public Relations |
2022-2026 |
- Number of proposed projects and awards (annual) - Number of national and international scholarship, financial support and project applications announced (annual) |
| 4.5. Opening compulsory or elective gender equality courses in associate and undergraduate programmes |
- Including gender equality courses in the programmes |
Responsible Unit - Education Commission Related Units - Academic Units - Elective Courses Coordination Unit - Student Affairs Department - Sustainable Teaching and Learning Center |
2022-2026 |
- Number of courses opened on gender equality - Making the "Gender Awareness in Higher Education" module compulsory - Number of students taking the “Gender Awareness in Higher Education” module |
| - Making "Gender Awareness in Higher Education" module compulsory in the UNI-101 course | 2022-2023 | |||
| 4.6. Ensuring that academic staff conduct their curriculum in a gender-sensitive manner |
- Preparing a Gender Equality-Based Teaching Methods Guide and delivering the guide to academic staff |
Responsible Unit - Programme Coordinators Related Units - Academic Units - Sustainable Teaching and Learning Center - HUWRIC |
2022-2026 |
- Gender Equality-Based Teaching Methods Guide |
| 4.7. Promoting the advancement of female students in Science, Technology, Engineering and Mathematics (STEM) |
- Organising trainings for female students in the fields of Science, Technology, Engineering and Mathematics (STEM) |
Responsible Unit - Sustainable Teaching and Learning Center Related Unit - Academic Units |
2022-2026 |
- Number of students attending the trainings (annual) |
| 4.8. Strengthening access to gender equality resources |
- Enriching the library resources on gender equality |
Responsible Unit - Library and Documentation Department Related Units - HUWRIC - Women and Gender Studies Master's Programme Administrator |
2022-2026 |
- Number of resources on gender equality added to library collections (annual) |
OBJECTIVE 5: MEASURES AGAINST GENDER-BASED VIOLENCE AND SEXUAL HARASSMENT
Applications on sexual harassment and sexual violence at the University since 2019 have been reported by “Hacettepe University Protection and Support Commission against Sexual Harassment and Sexual Assault”. Planned actions for the next period are presented here to maintain the progress made in the last 10 years.
| Planned Actions | Implementation Methods and Strategies | Responsible and Related Units | Period | Monitoring Processes and Methods |
|---|---|---|---|---|
| 5.1. Evaluating the University in terms of sexual harassment and sexual assault |
- Updating 2015 Sexual Harassment and Sexual Assault Survey |
Responsible Unit - Commission for Protection and Support Against Sexual Harassment and Sexual Assault Related Units - HUWRIC - Scientific Research Projects Coordination Unit |
2022-2026 |
- Gender Equality Research Report |
| 5.2. Strengthening the Commission for Protection and Support Against Sexual Harassment and Sexual Assault |
- Employing a permanent secretariat and social worker - Developing grievance/recourse mechanisms - Establishing an emergency telephone line and determining the emergency code (purple code) |
Responsible Unit - Commission for Protection and Support Against Sexual Harassment and Sexual Assault Related Units - Academic Units - General Secretariat |
2022-2024 |
- Employment of a secretariat and social worker (2023) - Establishment of an emergency hotline (2023) - Establishment of complaints/application unit (2024) |
| 5.3. Creating awareness training on sexual harassment and sexual assault |
- Planning education - Digital content production |
Responsible Unit - Commission for Protection and Support Against Sexual Harassment and Sexual Assault Related Units - General Secretariat - Academic Units - Directorate of Strategy Development - Sustainable Teaching and Learning Center |
2022-2026 |
- Sexual Harassment and Sexual Assault Awareness Training (annual) |
| 5.4. Disseminating Sexual Harassment and Sexual Assault Awareness Training among staff and students |
- Putting the participation in Sexual Harassment and Sexual Assault Awareness Training as an appointment and promotion criteria - Adding Sexual Harassment and Sexual Assault Awareness module to the content of UNI 101 course |
Responsible Unit - Commission for Protection and Support Against Sexual Harassment and Sexual Assault Related Units - Academic Units - Directorate of Strategy Development - Sustainable Teaching and Learning Center - Student Affairs Department - UNI 101 Course Administrators |
2022-2026 |
- Number of training participants (annual) - Feedback results on trainings |
| 5.5. Introducing the Commission on Protection and Support Against Sexual Harassment and Sexual Assault |
- Promoting the Commission’s duties among new students and newly appointed staff members - Introducing the Commission to academic and administrative unit directors |
Responsible Unit - Commission for Protection and Support Against Sexual Harassment and Sexual Assault Related Unit - Sustainable Teaching and Learning Center |
2022-2026 |
- Number of promotional events - Feedback results on events |
| 5.6. Including the concepts of sexual harassment in gender equality courses |
- Identifying and eliminating deficiencies - Adding the concepts to the Gender Equality-Based Teaching Methods Guide |
Responsible Unit - Commission for Protection and Support Against Sexual Harassment and Sexual Assault Related Unit - Academic Units |
2022-2024 |
- Gender Equality-Based Teaching Methods Guide |
| 5.7. Taking measures to create a safe environment for women against sexual harassment and sexual assault |
- Identifying and illuminating the spaces that are requested to be illuminated in the campus - Increasing the number of ring services for safer transportation - Ensuring the circulation of security staff members, including women, within the campus by mobile vehicles - Creating notification or emergency call services to security units when needed (purple call) |
Responsible Unit - Commission for Protection and Support Against Sexual Harassment and Sexual Assault Related Units - General Secretariat - Directorate of Construction and Technical Works - Directorate of Protection and Security |
2022-2024 |
- Review of on-campus lighting (2022) - Establishing a secure on-campus transportation network (2023) - Increased number of ring services by 20% (2023) |
| 5.8. Evaluating the work of the Protection and Support Commission against Sexual Harassment and Sexual Assault |
- Preparing annual report |
Responsible Unit - Commission for Protection and Support Against Sexual Harassment and Sexual Assault |
2022-2026 |
- Number of reports |