5.6.1 & 5.6.2 - Bahçeşehir University Gender Equality, Inclusion, and Non-Discrimination Policy for Women, Transgender, and Gender-Diverse Individuals

1. Commitment and Purpose

Gender equality, diversity, and inclusion are fundamental principles of Bahçeşehir University (BAU) and are embedded across the University's institutional structures, policies, and processes.

BAU recognises that gender discrimination, including discrimination based on sexual orientation, gender identity, and gender expression, undermines academic and professional productivity, disrupts institutional well-being, and is fundamentally incompatible with the University's values.

BAU unequivocally opposes all forms of gender-based discrimination, including discrimination targeting women, transgender, non-binary, and gender-diverse individuals. The University is committed to fostering an inclusive environment that provides equal opportunities for everyone, regardless of gender, gender identity, gender expression, or sexual orientation.

BAU explicitly recognises that transgender and gender-diverse individuals may face distinct barriers to full participation in academic and professional life. The University therefore commits to ensuring that institutional practices respect and affirm each person's self-identified gender and gender expression.

This commitment to gender equality is a cornerstone of BAU's institutional approach and applies to all aspects of university life, including education, research, employment, governance, and community engagement.

BAU is committed to being an equal opportunity employer and educator. The University does not tolerate discrimination based on race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, age, disability, marital status, genetic information, political belief, or any other characteristic protected by applicable law.

Bahçeşehir University strictly prohibits all forms of discrimination, harassment, retaliation, and victimisation. This prohibition applies across all academic, administrative, employment, and student-related activities and protects individuals who report concerns, seek support, or participate in institutional investigations.

This commitment applies to all aspects of university operations, including recruitment, hiring, promotion, transfer, compensation, benefits, research funding, access to facilities, and student admissions.

The purpose of this policy is to establish a comprehensive institutional framework for promoting gender equality, preventing discrimination, supporting inclusion, and ensuring equal participation in academic, professional, and social life.

The policy particularly emphasises the elimination of discrimination against women, transgender, non-binary, and gender-diverse individuals, ensuring that equal opportunities and respect for individual dignity remain integral to BAU's educational, administrative, and research operations.

2. Scope

This policy applies across Bahçeşehir University and encompasses:

• Academic staff, including faculty members, researchers, and teaching personnel;

• Administrative and other University employees;

• Undergraduate and postgraduate students;

• Applicants to University educational programmes and employment opportunities;

• Relevant academic, administrative, research, and institutional activities.

The policy covers recruitment, admissions, employment, academic assessment, research opportunities, promotion, professional development, access to University facilities and services, and participation in institutional activities.

Its principles apply to all relevant University units and processes, ensuring that gender equality, inclusion, and non-discrimination are upheld throughout the institution.

3. Objectives

3.1. Developing Gender Awareness

Cultivate a deep understanding of gender equality, diversity, and inclusion throughout the University community, encompassing students, faculty, researchers, administrative staff, and University leadership.

3.2. Encouraging Structural Change

Implement proactive strategies to create an egalitarian, inclusive, and supportive institutional culture, addressing structural gender disparities and empowering all members of the University.

BAU seeks to identify and reduce institutional barriers that may disproportionately affect women, transgender, non-binary, and gender-diverse individuals.

3.3. Education and Awareness Activities

Organise and promote educational programmes, lectures, panels, workshops, and awareness initiatives addressing gender equality, diversity, inclusion, and the prevention of gender-based violence, discrimination, and harassment.

These activities aim to strengthen institutional awareness and encourage respectful and inclusive behaviour throughout the University community.

3.4. Creating a Safe and Nonviolent Environment

Establish clear channels and protective measures for reporting discrimination, harassment, sexual violence, and other forms of gender-based misconduct.

BAU is committed to responding appropriately to reported incidents and maintaining a safe, respectful, and nonviolent academic and working environment for all genders.

3.5. Promoting Gender Equality in Research

Support inclusive approaches to research that promote equitable representation and participation across academic disciplines, research projects, and publications.

The University encourages research that contributes to understanding and addressing gender inequalities and supports equal access to research opportunities.

3.6. Monitoring Progress

Continuously assess gender equality and inclusion efforts and identify opportunities to strengthen institutional practices, awareness, and support mechanisms.

4. Principles

4.1. Prevention and Response to Gender Discrimination

BAU is committed to preventing and addressing all forms of gender-based discrimination.

Discrimination against women, transgender, non-binary, and gender-diverse individuals is prohibited throughout the University's educational, administrative, research, and employment activities.

The University promotes fair treatment, equal opportunities, and respect for individual dignity in all institutional processes.

4.2. Equal Opportunities Across the University

Gender, gender identity, sexual orientation, or gender expression must not constitute grounds for discriminatory treatment in decisions concerning recruitment, admissions, academic assessment, research funding, promotions, housing, access to campus resources, or professional development.

BAU guarantees the right of every individual to express their gender identity freely without fear of stigma or discrimination.

BAU is committed to ensuring that transgender, non-binary, and gender-diverse individuals can participate fully and equally in academic, professional, and campus life.

The University also promotes equal access to leadership opportunities, academic progression, institutional resources, and professional advancement.

4.3. Support for Gender Equality and Sustainable Development

Eliminating gender discrimination is both a human rights imperative and an essential component of sustainable development.

BAU integrates gender equality and inclusion into its institutional strategy, supporting the United Nations Sustainable Development Goals, particularly:

• SDG 5 – Gender Equality

• SDG 10 – Reduced Inequalities

• SDG 16 – Peace, Justice and Strong Institutions

Through its institutional policies and practices, BAU seeks to reduce structural inequalities and promote equitable participation in education, employment, and society.

4.4. Promotion of Inclusive Research and Academic Freedom

BAU encourages academic work that advances gender equality, diversity, and inclusion.

The University supports research, teaching, and academic discussion addressing gender-related inequalities and provides opportunities for open, respectful dialogue on gender and inclusion across disciplines.

Academic freedom is exercised in a manner consistent with the University's commitment to equal treatment, non-discrimination, and respect for individual dignity.

4.5. Zero Tolerance for Gender-Based Violence

BAU maintains a zero-tolerance approach to gender-based violence, sexual harassment, sexual assault, and discriminatory misconduct.

BAUEQUAL – Bahçeşehir University Commission for Equality and Inclusion Studies contributes to the University's institutional efforts to prevent discrimination, harassment, and gender-based violence.

The University's designated prevention and response mechanisms provide confidential channels through which members of the BAU community may seek support or report relevant incidents.

BAU is committed to addressing such matters fairly, respectfully, and in accordance with applicable institutional procedures.

4.6. Active Participation in Gender Equality Efforts

BAU actively collaborates with national and international organisations on gender equality initiatives, shares good practices, and supports institutional learning on inclusive policies.

The University encourages the participation of students, academic staff, administrative personnel, and relevant stakeholders in activities promoting equality, diversity, and inclusion.

4.7. Prohibition of Inappropriate Sexual Behaviour

BAU strictly prohibits inappropriate sexual behaviour, including but not limited to:

• Unwanted sexual conversation or content;

• Comments or jokes of a personal or sexual nature that constitute harassment;

• Obscene gestures;

• Unwanted touching or physical contact;

• Sexual harassment, intimidation, or coercion.

Such behaviours are considered serious violations of University policy and may be subject to disciplinary action in accordance with applicable procedures.

BAU is committed to creating and maintaining an academic and working environment free from sexual misconduct, harassment, intimidation, and discrimination.

4.8. Non-Sexualisation of Professions

BAU rejects gender stereotypes in academic and professional fields, ensuring that all disciplines and career pathways are accessible without discriminatory assumptions based on gender, gender identity, or gender expression.

The University promotes equal opportunities in academic programmes, research activities, professional development, and employment, including fields where particular gender groups may be traditionally underrepresented.

4.9. Cultural Shift Toward Inclusivity

BAU promotes an institutional culture in which every individual, regardless of gender identity or gender expression, is valued, respected, and empowered to contribute to institutional success.

The University recognises that meaningful inclusion requires not only the prohibition of discrimination but also the continuous development of respectful practices, awareness, and equal participation opportunities.

5. Institutional Framework: BAUEQUAL – Bahçeşehir University Commission for Equality and Inclusion Studies

In December 2019, Bahçeşehir University issued a declaration of intent to promote gender equality and prevent all forms of violence and discrimination, including sexual harassment and gender-based violence in the workplace.

Following this declaration, a working group of experts established BAUEQUAL – Bahçeşehir University Commission for Equality and Inclusion Studies – in October 2020, with the aim of developing an egalitarian, inclusive, and nonviolent campus and working environment.

Since its establishment, BAUEQUAL has undertaken institutional efforts to:

• Conduct comparative analyses of national and international models to identify effective measures against gender-based violence, discrimination, and workplace violence;

• Initiate internal research to assess the perceptions and experiences of BAU staff and students concerning gender equality, diversity, and inclusion;

• Design educational programmes, workshops, and campus-wide awareness campaigns to strengthen institutional capacity for equality and inclusion;

• Develop preventive strategies and response procedures concerning discrimination, harassment, and gender-based violence;

• Support the integration of gender equality and inclusion into the University's institutional culture and practices.

6. Prevention of Sexual Harassment and Assault: Institutional Support and Response Mechanisms

As part of its institutional commitment to preventing gender-based discrimination and violence, BAU has established a Sexual Harassment and Assault Prevention/Response Unit.

The Unit provides a designated institutional mechanism through which members of the University community, including academic staff, administrative employees, students, and other personnel, may seek support concerning incidents of sexual harassment, sexual assault, gender-based violence, discrimination, or related psychological harassment.

Individuals who experience or witness such incidents may contact the relevant institutional mechanism for guidance and support.

7. Implementation, Reporting, Prohibition of Retaliation and Protection Against Victimisation

Bahçeşehir University is committed to ensuring that its gender equality, inclusion, and non-discrimination principles are effectively implemented across all areas of education, research, employment, and university life.

BAU maintains a strict prohibition and zero-tolerance approach to all forms of retaliation, victimisation, intimidation, or adverse treatment against any individual who reports, witnesses, raises concerns about, or participates in proceedings related to discrimination, harassment, sexual misconduct, gender-based violence, or violations of this policy.

Retaliation is strictly prohibited under all circumstances, regardless of whether a reported concern is ultimately substantiated, provided that the report was made in good faith.

This protection applies to students, academic staff, administrative employees, applicants, witnesses, and any other individuals participating in or supporting a complaint, investigation, or institutional response procedure.

Prohibited retaliatory conduct includes, but is not limited to:

• Threats, intimidation, coercion, harassment, or hostile treatment;

• Dismissal, demotion, unfair performance evaluations, or unjustified changes to employment conditions;

• Denial of promotion, professional development, research opportunities, or institutional benefits;

• Unfair academic assessment, exclusion from educational opportunities, or adverse treatment in admissions or academic progression;

• Social or professional exclusion, deliberate isolation, or actions intended to discourage reporting;

• Disclosure of confidential information intended to intimidate, discredit, or disadvantage an individual;

• Any direct or indirect action that penalises an individual for exercising their rights or participating in a protected reporting process.

BAU expressly prohibits retaliation not only against individuals who submit complaints but also against those who provide information, serve as witnesses, assist affected individuals, or participate in investigations and related institutional procedures.

All reports of discrimination, harassment, gender-based violence, and suspected retaliation are handled through the University's designated institutional mechanisms, with due regard for confidentiality, impartiality, fairness, and the protection of individual dignity.

The University is committed to taking appropriate measures to protect individuals from further harm, intimidation, or retaliatory conduct during and following the reporting and assessment process.

Any act of retaliation constitutes an independent violation of University policy and may result in appropriate disciplinary or administrative action, regardless of the outcome of the original complaint.

Through these provisions, BAU seeks to ensure that all members of its community, particularly women, transgender, non-binary, and gender-diverse individuals, can report discrimination and harassment, seek institutional support, and participate fully in academic and professional life without fear of retaliation, victimisation, or professional and academic disadvantage.

8. Monitoring, Institutional Responsibility and Policy Review

BAU recognises that achieving gender equality and inclusion requires continuous institutional commitment, effective implementation, and periodic evaluation.

BAUEQUAL supports institutional awareness, policy development, and the identification of opportunities to strengthen equality and inclusion across the University.

Relevant academic and administrative units are responsible for upholding the principles of this policy within their respective areas of activity.

The University periodically reviews its gender equality and non-discrimination framework to ensure that institutional practices remain responsive to the needs of women, transgender, non-binary, and gender-diverse members of the University community.

Through these measures, BAU seeks to promote equal participation, prevent discriminatory practices, and maintain a safe, respectful, and inclusive academic and working environment.

9. Supporting Institutional Documents and Evidence

Bahçeşehir University's commitment to gender equality, inclusion, non-discrimination, and the prevention of harassment and retaliation is supported by the following institutional documents and resources:

• Bahçeşehir University Gender Equality Plan (GEP)

• Bahçeşehir University Gender Equality Declaration

• Non-Discrimination, Harassment, and Retaliation Prevention Policy

• Sexual Harassment and Assault Prevention/Response Unit Directive

• Institutional Declaration on the Prevention of Sexual Harassment and Assault

• Institutional Awareness Video on Sexual Harassment and Assault

These documents and resources are publicly available through the relevant official webpages and communication channels of Bahçeşehir University, ensuring transparency and public access to the University's policies, commitments, and institutional mechanisms.

Policy Review: The policy is periodically reviewed to ensure its continued alignment with Bahçeşehir University's commitments to gender equality, inclusion, non-discrimination, and the prohibition of harassment and retaliation.

First Adopted: 2023

Updated: 2025

Scope: University-wide