5.3.2 Non-Discriminatory Admissions Policy

BAU Non-Discriminatory Admissions Policy

Bahçeşehir University (BAU) is fully committed to upholding a non-discriminatory admissions policy that aligns with its institutional values and the Sustainable Development Goals (SDGs), with a particular focus on promoting gender equality and reducing inequalities in access to higher education. This policy strictly prohibits all forms of discrimination throughout the application, admission, and scholarship processes, emphasizing specific measures to prevent discrimination against women and actively supporting their participation in higher education.

BAU provides equal opportunities in all aspects of its educational programs and admission procedures. No individual shall face discrimination on the basis of race, religion, gender, national origin, age, disability, or any other legally protected characteristic. The university strongly embraces diversity, inclusion, and equal opportunity as foundational principles, ensuring that all students, regardless of background, have equitable access to educational resources and opportunities. Special attention is given to fostering a supportive environment for female applicants, particularly in male-dominated fields.

Admissions, enrollment, and scholarship decisions at BAU are made based on academic merit, qualifications, personal goals, and the potential contribution of applicants to the university community. No preferential treatment or bias will be granted to any applicant on the basis of race, religion, gender, national origin, age, or disability. However, in recognition of systemic barriers that may affect female applicants, BAU implements supportive measures designed to encourage their access and success in higher education.

BAU's APPLY BAU Scholarship Program further supports its commitment to non-discriminatory admissions by providing financial assistance to applicants, with a particular focus on ensuring equitable access to quality education for women. Within this scholarship program, specific quotas are reserved for female applicants to promote gender balance and enable increased participation of women, especially in fields where they have historically been underrepresented. This scholarship program follows a holistic evaluation process, free from any form of discrimination based on gender, ethnicity, religion, or age, while actively encouraging and prioritizing the inclusion of women.

Since its foundation, BAU has emphasized gender equality as a core institutional value. The university actively works to empower women, encouraging their full and active participation in all academic programs, especially in underrepresented fields such as STEM (science, technology, engineering, and mathematics). BAU organizes various educational programs, seminars, and outreach activities aimed specifically at promoting gender equality and boosting female enrollment in these areas. Additionally, BAU provides mentorship and career development programs tailored to support female students and address gender-specific challenges they may face in academic and professional pathways.

The university also systematically tracks the admission and scholarship rates of female applicants through its central placement system and the APPLY BAU platform, ensuring transparency and accountability. The results of these efforts are regularly shared with the public to demonstrate BAU’s ongoing commitment to gender equality and inclusive education. This rigorous monitoring allows BAU to adjust and refine its programs to further support women's academic success and graduation rates.

Furthermore, BAU is dedicated to creating a supportive and responsive environment for all individuals. Those who experience or witness discriminatory behavior during the application, admission, or scholarship process are encouraged to report such incidents. The university provides clear guidance on accessing resources and support services to ensure a fair and equitable admissions process for all applicants, with a particular emphasis on safeguarding women's rights and encouraging their academic aspirations.

With this policy, Bahçeşehir University reaffirms its dedication to fostering a diverse, inclusive, and equitable academic community where all individuals, especially women, can reach their full potential and contribute meaningfully to society.

* This policy was created in 2023 and revised in 2024.

BAU NON-DISCRIMINATION AND EQUAL EMPLOYMENT POLICY

Bahçeşehir University is committed to being an equal opportunity employer. We do not discriminate, nor do we allow discrimination, on the basis of race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, age, disability, genetic information, marital status, veteran status, political beliefs, or any other characteristic protected by applicable law.

This commitment to fairness applies to all aspects of employment, including but not limited to recruitment, hiring, promotion, transfer, placement, termination, layoff, recall, compensation, benefits, and training.

Every candidate and employee is treated with respect, and decisions are made based solely on merit, qualifications, and abilities relevant to the role.

Bahçeşehir University also actively fosters a diverse and inclusive workplace environment where every employee has equal opportunities to grow and contribute. We support the inclusion of underrepresented groups and strive to create a culture where diversity is valued.

This policy applies to all terms and conditions of employment, and we detail our commitment across the following areas:

1. Hiring

All recruitment and hiring practices at Bahçeşehir University are based on merit, qualifications, and the skills necessary for the position. We are committed to ensuring a fair hiring process that provides equal opportunities for all candidates.

Job Posting and Advertising: Job openings are advertised widely to reach a diverse pool of applicants. We ensure that job descriptions and requirements are clearly defined and free from language that could be seen as discriminatory or exclusive.
Candidate Screening and Selection: Our screening processes are designed to evaluate candidates based on their experience, qualifications, and fit for the role. No candidate is discriminated against based on their personal characteristics as defined by this policy.
Interviews: We strive to provide a consistent interview experience for all candidates. Reasonable accommodations are made to ensure that candidates with disabilities can fully participate in the interview process.

2. Promotion and Career Advancement

Bahçeşehir University is committed to providing all employees with equal opportunities for career growth and advancement. Promotions and internal hiring decisions are based solely on job performance, skills, experience, and the ability to meet the qualifications for the new role.

Promotion Criteria: Promotions are determined based on clear, objective criteria such as job performance, professional development, and leadership potential. Discrimination based on any protected characteristic will not be tolerated.
Professional Development: All employees are encouraged to participate in career development programs and training opportunities offered by the university. We actively work to provide equal access to these programs to ensure all employees have the opportunity to grow within their roles.

3. Compensation and Benefits

Compensation and benefits are determined by the qualifications, experience, and responsibilities associated with each role. Bahçeşehir University ensures that these decisions are made fairly and equitably without regard to gender, race, or any other protected characteristic.

Salary Determination: Salaries and benefits are established through a transparent process that ensures fairness across all employees in similar roles. Pay equity is regularly reviewed to prevent discrepancies based on discriminatory factors.
Benefits: All employees have equal access to benefits, including health insurance, retirement plans, and paid time off, in accordance with university policies and applicable laws.

4. Workplace Harassment and Discrimination

Bahçeşehir University takes all allegations of workplace harassment or discrimination seriously and provides mechanisms for reporting and addressing these issues.

Reporting Mechanisms: Employees who experience or witness any form of discrimination or harassment are encouraged to report the issue through our confidential reporting system. We are committed to investigating all complaints thoroughly and taking appropriate action.
Zero Tolerance: Any employee found to have engaged in discriminatory practices or harassment will face disciplinary action, up to and including termination.

5.Public Reporting

Bahçeşehir University is co mmitted to transparency. We publicly report the results of our diversity and inclusion efforts, including the representation of women and underrepresented groups in our workforce. This includes tracking and publishing the application, acceptance, and placement rates for women.

This policy was created in 2021 and revised in 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