Gender Equality at elkon

Gender equality is defined as the creation of a social environment in which individuals can develop all their abilities fully and freely, and the removal of all social and political obstacles in front of this environment. As Elkon, we first created a Gender Equality Procedure and Action Plan to remove these obstacles within the institution.

The special permissions we provide to our employees within the scope of the Gender Equality Procedure;

Safety Leave

Menstrual Leave

Paternity Leave

The original version of our action plan has been registered with the code ELK-PL-13

GENDER EQUALITY ACTION PLAN
Purpose 1: Working to raise awareness on gender equality
Action	Strategy	Responsible Unit	Period
Publishing and announcing the action plan	Publishing the action plan and applications on the website Announcement to all employees via e-mail	Human Resources Department Corporate Communications Department	March-December 2022
Gender equality and unconscious social raising awareness/trainings on gender biases	Written and visual images published by experts on the subject Sharing content with employees. Organizing trainings.	Human Resources Department	March-December 2022
Purpose 2: To provide information about sexual harassment and sexual assault and to determine accessible application areas in order to provide a safe working space within the institution.
Action	Strategy	Responsible Unit	Period
Defining sexual harassment and sexual assault, and raising awareness	Written and visual images published by experts on the subject Sharing content with employees.	Human Resources Department	March-December 2022
Safe from sexual harassment and sexual assault ensuring the creation of an environment necessary to make it safe for employees making interventions	Determining and announcing the system through which applications can be made on the subject.	Human Resources Department	March-December 2022
Purpose 3: Gender equality in recruitment and career progression
Action	Strategy	Responsible Unit	Period
In the case of two candidates who meet the expectations in the recruitment process, taking a decision to ensure equality by considering the number of men and women in the department	In case the Human Resources Department presents the candidates who meet the position requirements to the manager, the department shares the ratio of female and male employees and ensures equality unless there is a competency difference that affects the decision.	Human Resources Department	March 2022- March 2023
In the case of two candidates who meet the expectations in the career planning process, taking a decision to ensure equality by considering the ratio of female and male managers.	In case the Human Resources Department presents the candidates who meet the career planning requirements to the manager, the institution should share the ratio of female and male managers and ensure equality unless there is a difference in competence that affects the decision.	Human Resources Department	March 2022- March 2023
Purpose 4: Establishing a Gender Equality Commission and evaluating the commission's work
Action	Strategy	Responsible Unit	Period
Establishment of the Gender Equality Commission and working on work-life balance, gender equality in social organizations and increasing women's employment.	Announcing the members of the Gender Equality Commission approved by the Executive Board within the institution. The commission, which will be managed by the Human Resources Department, comes together once a month and carries out work. Studies accepted unanimously are submitted for management approval.	Human Resources Department	March 2022- March 2023