Basic Principles

• ULAK supports gender equality studies with its participatory and inclusive activities under leadership of senior management.
• ULAK does not discriminate between male and female employees in the basic human resources processes such as recruitment, career management, remuneration policy, promotion, performance measurement and evaluation, and cease of employment, does not accept gender-biased policies and applications.
• When assuring health, security, and welfare of its employees, ULAK also tries to meet differentiated needs and demands of employees without genderizing them.
• ULAK organizes training activities to improve competencies and support personal development of its employees without genderizing them. ULAK supports professional and personal development of its employees with feedbacks.
• ULAK observes male-female balance in senior management and decision-making processes.
• ULAK does not tolerate gender-based verbal or physical bullying and violence, including implications, opinions, and actions against its employees.
• ULAK does not tolerate gender-based verbal or physical bullying and violence, including implications, opinions, and actions against its employees.
• ULAK follows the charters issued by the initiatives which advocate gender equality at national and international level. It supports the studies and activities which aim improving gender-equality in business circle.
• ULAK follows the charters issued by the initiatives which advocate gender equality at national and international level. It supports the studies and activities which aim improving gender-equality in business circle.
• ULAK takes care of using expressions which are in accordance with gender-equality in its internal and public communication. It watches over gender-equality when determining the people to be invited to its conferences and seminars as speaker or panelist.
• ULAK senior managers and Human Resources Management are responsible for follow-up and execution of all articles in this policy.