Gender Equality Plan (GEP)

1. Purpose and Scope

The Işık University Gender Equality Plan (GEP) sets out the University's institutional principles and commitments concerning gender equality and provides a framework for implementing, monitoring, and, where appropriate, further developing these commitments in line with the Gender Equality Plan requirements of Horizon Europe.

The Plan covers academic and administrative staff and the relevant institutional processes of the University. Its core institutional commitments are set out in the Işık University Charter of Gender Equality prepared by the University's Gender Equality Commission.

2. Institutional Basis and Preparation Process

The Işık University Gender Equality Commission prepared the Işık University Charter of Gender Equality in Turkish and English in order to set out the University's fundamental principles and institutional commitments in the field of gender equality. The Charter was discussed at the Commission meeting held on 17 September 2026, and the Commission unanimously resolved to submit it to the University’s senior administration for institutional approval and entry into force.

This GEP does not replace or substantially alter the Charter. It provides the institutional framework necessary for implementing and monitoring the commitments set out in the Charter and for demonstrating compliance with the Horizon Europe GEP requirements.

3. Işık University Charter of Gender Equality

The following 16 commitments constitute the core institutional commitments of the Gender Equality Plan and reproduce the Charter prepared by the Gender Equality Commission.

1. We acknowledge that gender equality is a fundamental human right and academia cannot reach its full potential unless all individuals regardless of their sex, gender and sexualities can reach their full potential.
2. We acknowledge that women face unique challenges at work and unless these are addressed, women cannot reach their full potential.
3. We commit to advancing gender equality and diversity in academia and elsewhere.
4. We acknowledge that women face more obstacles during their career progress in academia, from obtaining a Ph.D. to full professorship, and we commit to supporting women during this process, lifting gender related obstacles whenever possible.
5. We commit to addressing the disproportionate family responsibilities women have to bear and the challenges they face in maintaining the work-family balance.
6. We commit to addressing the fact that in the absence of gender equality women either face relative decline in their career or have to bear disproportionate costs to keep their career paths upwards.
7. We commit to tackling the gender pay gap which may occur when unpaid tasks are disproportionately placed on women while paid tasks are offered to men.
8. We commit to addressing the absence of women from senior academic and leadership roles.
9. We commit to addressing the absence of women in decision making positions and functions. We acknowledge that expecting women to solve problems but step back in the making of important decisions, thereby giving women responsibility without agency, is a direct violation of gender equality at work.
10. We commit to addressing the hidden gender inequalities, which appear in subtle ways that women are systematically discriminated against (such as interrupting women during a speech, mansplaining, or use of gendered jokes) in the work culture and seeking cultural changes at work.
11. We commit to addressing and fighting gender inequalities in offenses including harassment, bullying, and mobbing.
12. We commit to addressing the gendered nature of hierarchies at work (such as between a senior male faculty and a junior female faculty) which may deepen power inequalities.
13. We commit to creating a work culture and educational environment where sexism and gender-based inequalities are addressed and questioned, including the effects of gender hierarchy and hegemonic masculinity.
14. We commit to allocating appropriate institutional resources and gender expertise to support the implementation, coordination, and continuous development of the University’s gender equality commitments and Gender Equality Plan (GEP).
15. We commit to the systematic collection and monitoring of sex/gender-disaggregated data concerning University personnel, including recruitment, career progression, leadership and decision-making positions, and other relevant indicators. Progress towards gender equality will be monitored through defined indicators and reported on an annual basis.
16. We commit to raising awareness of gender equality across the University and to providing regular training opportunities for staff, academic and administrative personnel, managers, and decision-makers, including training on unconscious gender bias and its potential effects on recruitment, evaluation, promotion, leadership, and everyday working practices.

4. Horizon Europe GEP Requirements and Işık University Implementation

5. Implementation and Monitoring 

The commitments set out in the Charter will be pursued through the University's existing institutional policies, procedures, and relevant practices. The GEP focuses on integrating gender equality considerations into relevant institutional processes and on monitoring progress against the commitments set out in the Charter.

Key areas for monitoring include the gender distribution of academic and administrative staff, recruitment, career progression, leadership and decision-making positions, work-life balance, harassment, bullying and mobbing, awareness-raising activities, and training.

6. Data Collection and Monitoring Framework

• Gender distribution of academic staff, including distribution by academic rank
• Gender distribution of administrative staff, including distribution by management level
• Gender distribution of newly recruited personnel
• Gender distribution in promotions and appointments
• Gender distribution in leadership and decision-making bodies
• Number of gender equality and unconscious gender bias awareness/training activities and participation

The first monitoring exercise will establish a baseline of the available indicators. Data will be handled in accordance with applicable personal data protection requirements.

7. Monitoring and Reporting

The implementation of the GEP will be monitored closely by the University administration. Relevant units will be asked to provide the necessary data and information.

The monitoring process will support the University's annual reporting commitment set out in the Charter and will also ensure that the GEP can be reviewed and further developed where appropriate.

8. Responsibility and Governance

The Rectorate provides institutional support and ensures the formal implementation of the GEP. The Gender Equality Commission serves as the principal institutional body for coordination, monitoring, and, where appropriate, further development of the Plan. Human Resources and relevant academic and administrative units contribute the necessary data and support the implementation of relevant measures.

9. Public Availability, Entry into Force and Review

Following formal institutional approval, the GEP will be published on the University's institutional website and made publicly accessible.

The GEP is intended to provide an ongoing institutional framework rather than a time-limited four-year strategic plan. It may be reviewed and updated when institutional circumstances, monitoring findings, or relevant European requirements warrant such a revision.

10. Approval

The Işık University Gender Equality Plan (GEP) was signed by the Chair of the Board of Trustees on November 3, 2026.