Kadir Has University Policy Against Harassment and Discrimination states that “At Kadir Has University, people work together in harmony regardless of their differences in terms of race, language, gender, sexual orientation, religious practices, skin color, nationality, belief, disability, age, and opinion.”

 

Academic Principles of Kadir Has University, under the heading “No to Discrimination!”, also declare that “we are committed to all legal regulations and make the best efforts to ensure an academic and social work environment that is free from discrimination, based on equality, respects differences and is inclusive for all stakeholders.” 

 

In all its procedures and processes, Kadir Has University promotes equality- and merit-based applications. For instance, performance and promotion criteria for the academic staff members are clearly stated in related instructions, and specific applications for maternity leave, such as being exempt from annual performance evaluation, are codified in these instructions:

 

Moreover, the Unit for the Prevention of Gender-Based Harassment, Sexual Harassment, and Sexual Assault is a vital component of the university's commitment to ensuring a safe and respectful environment for all. This unit operates as a proactive force, providing support, resources, and preventive measures to address and eliminate gender-based harassment and assault.

 

Together, these initiatives form a robust foundation for Kadir Has University's steadfast commitment to gender equality, not only within its academic and administrative spheres but also in contributing to a broader societal transformation. Through these endeavors, our university seeks to foster an environment that values diversity, empowers individuals, and actively dismantles systemic barriers based on gender, ultimately shaping a more inclusive and equitable future.

Kadir Has University employs its employees according to Labor Law No.4857, which guarantees the payment of living wage and union rights for all staff members, and Higher Education Law No.2547. The procedures regarding hiring the staff are clearly expressed in writing, and a Human Resources Policy that is respectful to human rights, in compliance with the confidentiality principles, and against discrimination is applied. The academic and administrative staff are entitled to terminate their contract upon their will at any time they desire. However, the legal notification period regulated for resignment is reserved. The salaries at Kadir Has University are arranged in accordance with the minimum wage standard. This standard also applies to the service procurements. When work outside the regular hours is necessary, overtime work payment is made to the employee as an additional charge or as time, depending on his/her preference.

Article 11 of the Law No. 7243 was added to the Additional Article 8 of the Law No. 2547 on Higher Education with the Article 11 of the Law No. 7243, which states that "The academic staff working in foundation higher education institutions cannot be paid less than the salaries paid in State higher education institutions according to their titles. In the calculation of the equivalent salary paid in State higher education institutions within the scope of this paragraph, the payments related to the position to which the provisions regarding salaries are applied in accordance with the relevant legislation are taken into consideration" and this provision entered into force on 17.04.2020 when the Law was published in the Official Gazette. Kadir Has University applies this Law and does not pay its academic staff less than the salary amount paid in State higher education institutions according to their titles.

Our salary policy is grounded in a commitment to equality, with salaries determined solely by performance, free from any gender-based differentiation. A core component supporting this policy is our Academic Performance Directive, which ensures transparent, merit-based evaluations. Additionally, all academics receive an Individual Research Fund (BAF) that is gender-neutral and allocated strictly on the basis of individual performance. The procedures for determining the Individual Research Fund allocation are safeguarded by the Individual Research Fund Directive.

 

To summarize the Individual Research Fund (BAF), each full-time faculty member is allocated a personal research fund, determined by their achievements in research, education, scientific publications, and research project fund-raising activities from the previous year. The BAF supports various research activities within the academic year, including participation in national and international scientific meetings, funding for undergraduate and graduate researchers, acquisition of necessary research tools and consumables, and professional training or development opportunities. This approach not only underlines our dedication to performance-based rewards but also strengthens research efforts without any form of gender bias.