5.3.2 Non-Discriminatory Admissions Policy

Purpose and Scope

Bahçeşehir University (BAU) upholds a fair, inclusive, and non-discriminatory admissions policy aligned with its institutional values and the UN Sustainable Development Goals (SDGs)—particularly SDG 4 (Quality Education), SDG 5 (Gender Equality), and SDG 10 (Reduced Inequalities).

This policy governs all stages of the application, admission, enrollment, and scholarship allocation processes and reflects the University’s enduring commitment to equal opportunity, transparency, and diversity in higher education.

Non-Discrimination Commitment

BAU guarantees that no applicant or student is discriminated against or excluded based on gender, gender identity or expression, sexual orientation, race, color, ethnicity, nationality, religion or belief, language, age, disability, health status, immigration status, or socioeconomic background—or any other legally protected characteristic.
The University strictly prohibits any form of direct or indirect discrimination, bias, harassment, or retaliation during admissions or scholarship procedures and maintains an admissions environment built on respect, equality, and fairness.

Women’s Access, Applications, and Participation

BAU places women’s equitable access, applications, and sustained participation at the heart of its admissions policy. The University recognizes that gender equality in higher education requires not only removing barriers to entry but also actively enabling women’s long-term success once admitted.

In line with BAU’s mission, vision, and institutional values, the University upholds that any form of discrimination, bias, or exclusion against women applicants during the application, admission, or enrollment process is strictly prohibited and incompatible with the principles of equality and human dignity that guide all University operations. Every stage of these processes— from outreach and evaluation to registration and financial aid—must reflect BAU’s commitment to fairness, transparency, and gender equity.

To achieve this, BAU has established a comprehensive framework of policies, programs, and monitoring systems designed to:

Encourage female applicants to apply across all disciplines, including those where women have been historically underrepresented.
Ensure that admissions communications, promotional materials, and evaluation criteria are fully gender-sensitive and inclusive.
Provide targeted mentorship, counseling, and guidance for women during the admissions and enrollment process.
Conduct outreach programs in collaboration with secondary schools, NGOs, and community organizations to inspire young women to pursue higher education.

The ApplyBAU system plays a central role in supporting these efforts by tracking every stage of women’s academic journey—from application and evaluation to scholarship allocation, enrollment, and progression. This data-driven approach enables the University to identify disparities, assess impact, and implement targeted interventions.

The ApplyBAU Scholarship Program includes specific allocations and incentives for female applicants, particularly in disciplines where women remain underrepresented. These scholarships combine financial support with leadership training, mentorship, and career development opportunities, ensuring that financial accessibility is matched by ongoing academic and professional empowerment.

Beyond admission, BAU promotes women’s participation and leadership within its academic community. Female students are encouraged to engage in research, entrepreneurship, governance, and international programs, supported by mentorship initiatives that prepare them for leadership roles in academia, business, and public life.

Progress and impact are monitored annually through gender-disaggregated data on women’s applications, acceptances, scholarships, and retention rates. These findings are reviewed by the Gender Equality Committee and inform policy revisions. BAU also publishes summary reports and data dashboards to ensure transparency and public accountability.

Through this comprehensive and evidence-based approach, BAU not only guarantees equitable access for women but also ensures that they thrive, graduate, and lead, contributing to a more diverse, empowered, and inclusive academic community.

Merit-Based, Transparent Admissions

All admissions and scholarship decisions are made on the basis of academic merit, qualifications, motivation, and potential contribution to the university community.
BAU’s centralized ApplyBAU digital platform ensures that admissions decisions are consistent, transparent, auditable, and free from bias.
Admissions and scholarship committees receive regular training on gender equality, inclusion, and unconscious bias prevention, ensuring that evaluation processes are equitable and data-driven.

Scholarships and Financial Equity

To further its mission of equitable access, BAU’s ApplyBAU Scholarship Program provides need-based and merit-based financial aid designed to support underrepresented and disadvantaged applicants.
The program follows a holistic, bias-free evaluation process and maintains dedicated allocations for women, ensuring that gender balance is achieved across all programs.
Financial support is complemented by mentorship, professional guidance, and leadership workshops, enabling students—especially women—to reach their full potential in academic and professional life.

Systematic Tracking and Public Reporting

BAU conducts comprehensive, gender-disaggregated tracking across all admission cohorts to ensure measurable progress toward equality.

Turkish Students (National Admissions):
The Admissions Office systematically tracks female applications, acceptances, and enrollment rates across departments and programs. Data are analyzed annually to identify gaps and inform gender equality actions.
ApplyBAU Scholarship Recipients:
The University monitors women’s application-to-enrollment pipeline, ensuring that financial aid effectively supports access and retention. This analysis guides adjustments to scholarship design and outreach strategies.
International Students:
Gender ratios among international applicants, admits, and enrolled students are regularly reviewed to eliminate barriers for women in global access.

Reporting and Redress Mechanisms

Applicants and students who experience or witness discrimination, harassment, or exclusion during the application, admission, or scholarship process may confidentially report the incident to the Office of Equality and Inclusion or the Student Affairs Directorate.
The University guarantees a timely review process, ensures confidentiality and non-retaliation, and provides guidance on available support resources.

Conclusion

Through this policy, Bahçeşehir University reaffirms its unwavering commitment to gender equality, inclusivity, and non-discrimination.
By systematically supporting women’s applications, admissions, and participation—and by embedding equity into every stage of higher education—BAU continues to build a university where all individuals, especially women, can access, excel, and lead, contributing to a more just, diverse, and sustainable future.

Created in 2023

Revised in 2024

Bahçeşehir University Non-Discrimination and Equal Employment Policy

Institutional Commitment

Bahçeşehir University (BAU) is firmly committed to being an equal opportunity employer and to fostering an inclusive, fair, and respectful workplace. In alignment with its institutional values and the UN Sustainable Development Goals (SDG 5: Gender Equality and SDG 10: Reduced Inequalities), BAU ensures that all employment-related decisions are made without discrimination or bias of any kind.

No individual shall be discriminated against or harassed on the basis of gender, gender identity or expression, sexual orientation, race, color, religion, nationality, ethnicity, age, disability, marital status, genetic information, political belief, veteran status, or any other legally protected characteristic.

This commitment to fairness and equity applies to all aspects of employment, including recruitment, hiring, promotion, compensation, benefits, professional development, workplace culture, and termination. Every employee and candidate is evaluated solely on merit, competence, and contribution to the university community.

Inclusive Recruitment and Hiring

BAU’s recruitment and selection practices are designed to ensure equitable access and to attract a diverse pool of qualified candidates.

Equal Opportunity in Job Postings: All job announcements use inclusive language and are widely disseminated to reach diverse applicants. BAU explicitly prohibits any wording that could discourage or exclude candidates based on gender or other personal characteristics.
Transparent Screening and Selection: All applicants are assessed according to objective and job-relevant criteria. Decisions are based on professional experience, qualifications, and the ability to fulfill the role’s responsibilities.
Gender Balance Initiatives: The University actively encourages women’s participation in leadership, academic, and administrative roles, ensuring balanced representation in decision-making processes.

Promotion, Career Advancement, and Leadership Development

BAU is committed to ensuring that all employees have equal opportunities for career growth and professional advancement. Promotions and appointments are made through transparent, merit-based procedures supported by clear, documented criteria.

Objective Promotion Criteria: Promotions are determined based on measurable factors such as job performance, leadership capacity, and professional development.
Gender Equality in Advancement: The University actively monitors the representation of women in leadership and management positions, aiming to remove barriers to their career progression.
Professional Development Access: All staff are encouraged to participate in training, workshops, and leadership programs. BAU guarantees equal access to these resources and implements targeted capacity-building initiatives for women and underrepresented groups.

Equal Pay, Compensation, and Benefits

BAU ensures pay equity and fairness in all compensation decisions. Salaries, bonuses, and benefits are determined based on qualifications, experience, and responsibilities, not on gender or any other protected characteristic.

Pay Equity Monitoring: Compensation data are periodically reviewed to identify and correct potential discrepancies.
Equal Benefits Access: All employees have the same access to health insurance, retirement plans, maternity and paternity leave, and other benefits.
Work-Life Balance: BAU promotes a family-friendly workplace through flexible work arrangements and policies supporting caregivers and parents, helping both women and men balance professional and personal responsibilities.

Safe and Respectful Workplace

BAU enforces a zero-tolerance policy toward discrimination, harassment, and bullying in the workplace.

Reporting Mechanisms: Employees who experience or witness discrimination, harassment, or unequal treatment can confidentially report incidents through the Office of Equality and Inclusion or the Human Resources Directorate.
Fair Investigation Process: All complaints are investigated promptly, objectively, and confidentially, with protection from retaliation for those who report concerns.
Disciplinary Measures: Any employee found to have engaged in discriminatory behavior will face disciplinary action, including termination when warranted.

Conclusion

Through this Non-Discrimination and Equal Employment Policy, Bahçeşehir University reaffirms its role as an employer that upholds fairness, equality, and diversity as fundamental institutional values.
By promoting equal opportunity for women and all underrepresented groups, BAU continues to foster a workplace where every individual is respected, empowered, and able to achieve their full potential—contributing to a more equitable and innovative academic community.

Created: 2021

Revised: 2024

Bau Gender Equality Action Plan 2020-2024

PURPOSE I: Developing the understanding of gender equality in the university.
Aim	Action(s)	Leading Unit & Related Units	Time Range	Monitoring/Action Success Criteria
To assess the current situation regarding gender equality awareness	· Adapting and developing a needs analysis scale on the subject according to the needs · Implementing the needs analysis · Reporting the needs analysis results	BAUEQUAL Rectorate	2021-2022	Verified/Implemented analysis studies and report
Raising awareness of gender equality	· Organizing events (panels, etc.) on related days, preferably through collaborations, and conducting communication activities.	BAUEQUAL Rectorate	2021-2024	At least 6 events
PURPOSE II: Preparing and conducting supportive activities such as courses, training programs, panels, workshops within the university for students and employees in order to raise awareness of gender equality .
Aim	Action(s)	Leading Unit & Related Units	Time Range	Monitoring/Action Success Criteria
Updating education curricula to include gender equality	· Adding compulsory and elective Gender Equality courses to the curriculum. · Adding modules and/or weekly trainings that look at gender equality from a gender equality perspective to existing courses.	BAUEQUAL Academic Units	2021-2024	Course evaluations Course recordings
To organize workshops, seminars and trainings - online and face-to-face - specifically designed for university students and staff to raise awareness in the field of gender equality. To promote the perspective of gender equality in faculties and	· Training topics: a) For academic staff: Introduction to gender equality Gender-sensitive course design b) For administrative staff and managers: How to create a gender-sensitive work environment? Gender-based violence and sexual	BAUEQUAL Learning and Teaching Application and Research Center Student Dean's Office	2021-2024	Outputs and feedback from training, seminars and workshops

Integrate with the departments' goals and objectives	What are the forms of violence? a) For students: A non-violent campus experience A non-violent campus and inequality in language What are the forms of gender-based violence and sexual violence?
To raise awareness and draw attention to issues such as gender equality, sexual violence, gender- based violence, etc. by organizing events on special days .	· Main event dates: November 25: International Day for the Elimination of Violence against Women, December 10: Human Rights Day, March 8: Women's Day, last week of June each year: Pride Week · Organizing platforms and events where women scientists and women researchers who have achieved national and international success in their careers will share their experiences with university students and employees.	BAUEQUAL COOP	2021-2024	Student evaluations BAUEQUAL activity report
To raise awareness among students and employees about their expectations and responsibilities from the university in the field of gender equality.	· To produce visual materials, flyers, posters, etc. to make the Equality and Inclusion Studies Unit visible on campus. To produce an animation-film that introduces the Equality and Inclusion Studies Unit and Commission and draws attention to gender equality.	BAUEQUAL Faculty of Communication	2022-2023	BAUEQUAL activity report Archiving of material
To ensure that students and employees from different faculties and branches of science have a common language in the field of gender equality.	· To prepare reports showing the university's competence and deficiencies in the fields of gender equality and diversity and to circulate these reports within the university , and to request change in areas requiring solutions.	BAUEQUAL Rectorate	2022-2024	Archiving of reports and evaluations
PURPOSE III: To determine the methods that students and employees can apply and to take the necessary measures to create a non-violent academic and working environment that is free from all kinds of coercive and discriminatory actions such as gender-based violence, sexual violence, psychological harassment, discrimination, with the understanding that gender equality is an integral part of the goal.

Aim	Action(s)	Leading Unit & Related Units	Time Range	Monitoring/Action Success Criteria
To prepare documents to combat and take precautions against gender-based violence, discrimination, sexual violence and psychological violence.	· Preparation and publication of policy documents and guidelines on relevant issues	Rectorate General Secretariat BAUEQUAL	2021-2022	Published documents
Organizing regular trainings for students and staff at the university to raise awareness of violence.	· Training topics: Forms of sexual violence Discrimination and discrimination-based violence	BAUEQUAL Academic Units Human Resources	2021-2024	Training records and outputs
Raising academic awareness on the issue of violence	· Opening courses on this subject at associate, undergraduate and graduate levels in order to raise awareness about violence.	BAUEQUAL Academic Units	2022-2024	Course records and printouts
Identifying sexual violence, including sexual harassment and assault, at university	· Conducting a survey among students, academic and administrative staff	BAUEQUAL	2022-2024	Research report
Combating sexual violence and taking precautions	· Establishing an authority that can be applied to in the fight against sexual violence . · Establishing a commission affiliated to the Rectorate to work effectively in the fight against sexual violence at the university and to be the first unit to which people can apply when such incidents occur. (The commission should include members who can provide psychological and legal support.) · Taking applications regarding sexual violence seriously and processing the applicant's statement . · Taking the necessary measures to prevent possible secondary victimization during the application process.	General Secretariat BAUEQUAL Faculties Rectorate	2020-2024	Report

To ensure that protective and preventive measures, including available legal remedies, are used effectively.	· An informative booklet should be prepared within the university on what people should do step by step when such situations occur, and this booklet should be shared in a way that it can be seen on every online and physical platform.	General Secretariat Faculties Rectorate	2020-2024	Commission activity report
To cooperate with professional organizations and non-governmental organizations such as bar associations that carry out studies on the subject.	· Conducting research and organizing meetings with the Istanbul Bar Association Women's Rights Commission. Conducting studies on gender discrimination with KAGIDER and similar women's civil society organizations.	BAUEQUAL Faculty of Law and other Faculties COOP	2022-2024	Continuity of collaborations Recording and outputs of trainings and workshops
GOAL IV: Ensuring that priority is given to encourage scientific research projects and academic publications that are gender-sensitive and that aim at "Gender Equality" and that a sustainable data pool is created for in-house and institution-supported research.
Aim	Action(s)	Leading Unit & Related Units	Time Range	Monitoring/Action Success Criteria
Encouraging research projects on gender equality, gender-based violence and discrimination	· Following up on the European Union (Horizon 2020) and other national and international funding sources covering these issues . · Announcing the calls to relevant researchers . · Supporting researchers during the application process.	TTO Vice Rector for Research at Faculties	2022-2024	At least 4 project applications
Encouraging scientific publications on gender equality, gender-based violence and discrimination	· Encouraging international book publications on these subjects.	Strategy Development and Planning Department Vice Rector for Faculties Research	2022-2024	At least 2 published books
To disseminate the results of research on gender equality, gender-based violence and discrimination.	· Hosting an international conference on these topics	Faculties Vice Rector for Research Institute of Graduate Education	2022-2024	At least 1 conference

PURPOSE V: Developing positive action strategies to create an egalitarian and inclusive institutional culture within the university and encouraging structural changes to realize these strategies.
Aim	Action(s)	Leading Unit & Related Units	Time Range	Monitoring/Action Success Criteria
Evaluating the university strategic plan in terms of equitable and inclusive institutional culture benchmarks . Encouraging the units within the university to adopt an equitable and inclusive institutional culture in a holistic manner.	· Preparation of evaluation reports of all recruitment, training and promotion based activities carried out within the university.	BAUEQUAL Rectorate Faculty Administrations	2022-2023	Annual evaluation report and development indicators (KPIs)
To ensure that positions at the university are open to everyone without discrimination and to increase the inclusiveness of recruitment processes.	· Creating diversity profiles of academic and administrative units within the university, identifying units that need improvement and reporting them to guide recruitment processes. · Preparing recruitment announcements for academic and administrative staff in a way that encourages diverse applications . · Determining actions that can be taken to ensure continuity of staff diversity. · Providing gender equality, diversity and inclusiveness training to teams carrying out recruitment processes.	Rectorate Human Resources BAUEQUAL	2022-2023	Policy document and evaluation report
Include gender equality, diversity and inclusiveness as the basic framework in advertising and promotional content (regardless of the communication format)	· Not including stereotypical images and discriminatory language in the content used in advertising and promotional activities . · Emphasizing corporate sensitivity on equality and inclusiveness in promotional activities carried out as an employer brand.	Rectorate General Secretariat Corporate Communications Human Resources	2022-2023	Evaluation Report
Appointment and promotion processes of academic and administrative staff	All regulations and procedures regarding the appointment and promotion of academic and administrative staff.	Rectorate General Secretariat	2022-2023	Evaluation report

to increase equality and inclusiveness	Reviewing the regulation and determining whether it supports an egalitarian and inclusive corporate culture	Human Resources
Developing and implementing mentoring programs for academic and administrative staff	· Establishing a mentor system to support academic and administrative staff in their career advancement and appointing mentors.	Rectorate Deanships	2022-2023	KPI – Determining and officially announcing the mentor percentages in each unit
Developing practices to improve the working conditions of female academics within the university	· Encouraging quantitative and qualitative research on identifying problems. · Making institutional support mechanisms more effective in ensuring equal opportunities for female academics and female administrative staff.	Rectorate TTO	2022-2023	Reports of the results of workshops, academic research or administrative problem-finding processes
To create programs and/or courses with an egalitarian and inclusive approach in all education and training processes within the university (except for the Gender Equality course and trainings).	· Organizing workshops to adopt an egalitarian and inclusive approach when determining the content, topics, discussions, assignment topics and course materials in all department programs and courses. · Making a status determination regarding the criteria examined in the course opening and content editing / approval processes carried out by the Education Commission regarding equality and inclusiveness.	Rectorate Education Commission Deanships and Directorates	2022-2023	Course syllabuses and committee evaluation reports
To organize the educational processes within the university in a way that meets the needs of different and diverse student groups.	· Establishment of a working group on accessible and flexible teaching methods, assessments and design of learning environments · Academic staff acquiring pedagogical formation to work with different student social groups · Creation of an “equality and inclusiveness checklist” for the evaluation of each course program and periodic reporting of the academic staff for their courses · Information within the university	Rectorate Deanships Education Commission Student Deanship Human Resources BAUEQUAL	2022-2023	Programming of trainings and reporting on the process

	“BAU Equality & Diversity Fact Sheet” is broadcasted monthly on TV screens.
Ensuring gender equality and inclusiveness in administrative committees, councils and boards within the university	· Appointment of a “Gender Equality & Diversity Officer” to work directly with senior management within the university. · Appointment of an equality and inclusion representative to each faculty . · Ensuring gender equality in managerial and decision-making positions . · Ensuring a minimum of 40% representation in any managerial and educational activity and decision-making process . · Making supporting gender equality and encouraging processes in this regard one of the performance criteria of employees in managerial and decision-making positions.	Rectorate General Secretariat Deanships	2022-2023	Regulations and policy documents
Conducting a transparent communication process for appointments of management positions within the university, establishment of working groups and other additional duties.	· Internal calls for open management positions at the university should be made to everyone in an equal environment and at the same time . · Any working group or additional assignment processes that academic and administrative staff may be involved in should be carried out equally and on a voluntary basis. · Appointment and promotion processes should be decided at the end of a transparent and equitable process.	Rectorate General Secretariat Deanships Human Resources	2022-2023	Evaluation reports
PURPOSE VI: Monitoring the work on gender equality within our university.
Aim	Action(s)	Leading Unit & Related Units	Time Range	Monitoring/Action Success Criteria
Determining gender equality norms, standards and criteria	Review of international/regional agreements, relevant multilateral documents, policy documents and national legislation and demonstrate examples of good practice.	BAUEQUAL	2020-2022	Evaluation report

Review of the university strategic plan in terms of gender equality	· Establishing a commission to conduct an investigation within the framework of the determined gender equality norms, standards and criteria.	Rectorate General Secretariat Faculties BAUEQUAL	2020-2022	Evaluation report
Determining the current situation regarding gender equality in the university	· Collecting quantitative and qualitative data, including numerical parity, in the fields of gender equality studies, education and research from existing sources or through field research.	BAUEQUAL Rectorate General Secretariat Student Dean Human Resources	2020-2022	Evaluation report
Monitoring actions towards gender equality	· Collecting information from relevant units about the purpose, objectives, duration, frequency, number of users and/or beneficiaries and results of the actions taken.	Rectorate Dean of Students Human Resources BAUEQUAL	2020-2024	Annual evaluation reports
Informing the university and the relevant public about monitoring activities.	· Publishing reports, making informative announcements, meetings and news	Rectorate, BAUEQUAL	2022-2024	Publication and announcement of the annual monitoring and evaluation report

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5.3.2 Non-Discriminatory Admissions Policy