5.6.8 - Non-Discrimination, Harassment, and Retaliation Prevention Policy

1. Policy Statement and Institutional Commitment

Bahçeşehir University (BAU) is committed to maintaining an academic and working environment founded on dignity, mutual respect, equality, fairness, and the protection of individual rights. The University recognizes that every member of its community has the right to study, teach, conduct research, work, and participate in institutional life without being subjected to discrimination, harassment, intimidation, abuse of authority, or retaliation.

BAU strictly prohibits all forms of discrimination, harassment, bullying, psychological harassment (mobbing), sexual harassment, sexual assault, gender-based violence, and retaliation. These prohibitions apply to conduct that undermines an individual's dignity, creates a hostile or intimidating environment, interferes with academic or professional participation, or compromises equal access to educational and employment opportunities.

The University further prohibits retaliation against individuals who report concerns in good faith, seek institutional assistance, support another person in making a report, or participate in an authorized complaint or investigation process. No member of the University community should be discouraged from raising legitimate concerns through threats, intimidation, exclusion, or adverse academic or employment-related treatment.

BAU recognizes that harassment and discrimination may occur through individual actions, repeated patterns of behaviour, misuse of institutional authority, or practices that create unequal and exclusionary conditions. Preventing such conduct requires not only clear institutional prohibitions but also shared responsibilities, accessible reporting channels, appropriate support, impartial procedures, and effective institutional responses.

Accordingly, the University is committed to preventing misconduct, responding to reported concerns, protecting affected individuals, addressing established violations, and strengthening a culture in which respectful conduct and accountability are integral to academic and professional life.

This policy is guided by the Constitution of the Republic of Türkiye, applicable national legislation, relevant international human rights principles, and BAU's institutional commitments to equality, inclusion, and non-discrimination.

2. Scope and Applicability

This policy applies to all individuals participating in or associated with Bahçeşehir University's academic, administrative, professional, and institutional activities, including students, academic and administrative personnel, researchers, interns, University management, contractors, service providers, visitors, and other relevant third parties.

The policy covers conduct occurring in classrooms, laboratories, offices, libraries, student facilities, shared spaces, and other University premises. It also applies to University-related activities beyond campus, including academic conferences, fieldwork, internships, institutional events, student activities, and professional interactions connected to the University.

The policy extends to University-related digital environments, including institutional email, online learning platforms, virtual meetings, electronic messaging, and other forms of digital communication associated with academic or professional activities.

Conduct occurring outside University premises may also fall within the scope of this policy when it has a direct and significant impact on the University's educational, academic, or working environment.

The principles of this policy apply regardless of the institutional position, seniority, academic status, or employment relationship of the individuals concerned.

3. Equality, Non-Discrimination, and Fair Treatment

Bahçeşehir University prohibits direct and indirect discrimination, unjustified exclusion, and unequal treatment based on personal characteristics or circumstances protected by applicable law and the University's principles of equality and inclusion.

These include, but are not limited to, sex, gender, gender identity or expression, sexual orientation, race, ethnicity, skin colour, nationality, national origin, religion, belief, age, disability, health-related circumstances, pregnancy, maternity, marital or family status, and socioeconomic background.

The University is committed to ensuring that academic and institutional decisions are based on legitimate, objective, and relevant criteria rather than prejudice, stereotypes, personal hostility, or discriminatory assumptions.

This commitment applies to student admissions, educational opportunities, academic assessment, access to University services, recruitment, employment, professional development, promotion, and participation in institutional activities.

BAU also recognizes that discrimination may arise through apparently neutral practices that create unjustified disadvantages for particular individuals or groups. Such practices should be examined in terms of their impact on equitable participation.

The University seeks to identify and address barriers that may prevent individuals from participating fully in academic and professional life, including barriers associated with intersecting forms of disadvantage.

4. Prevention of Harassment, Bullying, and Hostile Environments

BAU recognizes that harassment is not limited to sexual misconduct or discrimination based on protected characteristics. Harassment may also arise through intimidation, humiliation, persistent hostility, bullying, threatening behaviour, or the misuse of interpersonal or institutional power.

Such conduct can undermine individual well-being, damage professional and academic relationships, discourage participation, and compromise the quality and integrity of the University's educational and working environment.

The University therefore prohibits conduct that targets, humiliates, intimidates, threatens, or systematically excludes individuals, including behaviour that creates a hostile or degrading environment.

Depending on its nature, severity, and context, prohibited conduct may include:

• Repeated verbal abuse, insults, ridicule, or degrading remarks directed at an individual;

• Threatening, intimidating, or coercive behaviour;

• Persistent humiliation or deliberate undermining of an individual's academic or professional standing;

• Repeated hostile conduct intended to isolate, marginalize, or exclude an individual from legitimate academic or professional activities;

• Psychological harassment, including systematic workplace bullying or mobbing;

• Harassing or threatening communications through institutional or University-related digital channels;

• Unwelcome conduct based on personal characteristics that creates a hostile, humiliating, or discriminatory environment;

• Sexual harassment, unwanted sexual attention, sexual coercion, or sexual assault.

A single sufficiently serious incident may constitute harassment or other misconduct, while certain forms of bullying and psychological harassment may involve repeated or systematic patterns of behaviour.

The assessment of conduct must take into account its nature, context, severity, frequency where relevant, and impact, in accordance with applicable law and institutional procedures.

BAU recognizes that academic debate, legitimate professional disagreement, constructive criticism, and properly exercised managerial or academic authority are essential components of university life. Such activities do not, by themselves, constitute harassment when conducted respectfully and for legitimate educational or professional purposes.

However, academic freedom, professional authority, or institutional hierarchy cannot be invoked to justify intimidation, humiliation, discriminatory treatment, or abusive conduct.

5. Prevention of Abuse of Authority and Institutional Power

Bahçeşehir University recognizes that harassment and intimidation may be particularly harmful when they occur within relationships involving differences in academic, professional, or administrative authority.

Such relationships may include interactions between academic supervisors and students, faculty members and junior researchers, managers and employees, or individuals responsible for academic assessment, recruitment, promotion, or professional opportunities.

The University prohibits the misuse of institutional authority to intimidate, pressure, exploit, silence, humiliate, or unfairly disadvantage another individual.

Academic assessment, supervision, employment decisions, access to research opportunities, professional advancement, and institutional resources must not be used as instruments of harassment, coercion, personal retaliation, or improper influence.

Individuals holding supervisory, managerial, teaching, or assessment responsibilities are expected to exercise their authority fairly, professionally, and consistently with the dignity and rights of those under their supervision.

BAU further recognizes that differences in institutional power may discourage individuals from reporting misconduct. Reporting and support mechanisms should therefore be administered with particular sensitivity to concerns involving authority, dependency, and potential conflicts of interest.

6. Prevention of Sexual Harassment, Sexual Assault, and Gender-Based Violence

As part of its broader commitment to preventing all forms of harassment, BAU expressly prohibits sexual harassment, sexual assault, gender-based violence, and other forms of sexual misconduct.

The University recognizes that such conduct may violate personal dignity, bodily autonomy, safety, and equal participation in academic and professional life.

Sexual harassment may occur through unwanted sexual remarks, communications, advances, requests, or other inappropriate conduct of a sexual nature. Sexual assault and other forms of sexual violence are prohibited and may also constitute criminal offences under applicable law.

No individual may use academic, supervisory, administrative, or professional authority to seek sexual advantages, pressure another person into unwanted interactions, or influence academic or employment-related decisions through sexual coercion.

BAU's institutional response to these matters is supported by the Sexual Harassment and Assault Prevention/Response Unit, which serves as a designated contact point for guidance, support, and referral within its remit.

The University recognizes the importance of addressing these incidents with sensitivity to personal safety, privacy, confidentiality, the circumstances of affected individuals, and the rights of all parties involved.

7. Institutional Prevention Framework and Responsibilities

Preventing harassment, discrimination, and retaliation is a shared institutional responsibility.

BAU expects all members of its community to contribute to an environment in which professional boundaries are respected, differences are treated with dignity, and concerns about inappropriate conduct can be raised responsibly.

University leadership, academic units, administrative departments, and individuals exercising supervisory responsibilities are expected to promote respectful conduct, discourage abusive practices, and respond appropriately when potential violations are brought to their attention.

BAU's institutional efforts in this area are supported by the work initiated through the BAU Equality and Inclusion Committee (BAU EQUAL).

In December 2019, the University declared its intention to advance institutional work on gender equality, the prevention of sexual harassment and workplace violence, and the elimination of discrimination. Beginning in October 2020, a group of academic experts undertook work to strengthen equality- and inclusion-based approaches across University operations.

These initiatives contributed to the development of BAU EQUAL and the establishment of the Sexual Harassment and Assault Prevention/Response Unit.

Within their respective institutional mandates, these mechanisms contribute to the University's broader approach to equality, prevention, guidance, and support.

The responsibility to prevent and address harassment is not limited to any single committee or support unit. It extends to the University's academic and administrative structures and to all individuals entrusted with institutional authority.

8. Reporting and Complaint Mechanisms

Bahçeşehir University is committed to providing accessible institutional channels through which members of its community may report discrimination, harassment, bullying, psychological harassment, sexual misconduct, abuse of authority, or retaliation.

Reports may be directed to the relevant institutional authority according to the nature of the concern and the status of the individual involved.

Academic and Administrative Personnel: Human Resources Department or other competent institutional authorities.

Students: The management of the relevant academic unit or the Health, Culture, and Sports Department / Dean of Students.

Sexual Harassment, Sexual Assault, and Gender-Based Violence: The designated coordinator or authorized representatives of the Sexual Harassment and Assault Prevention/Response Unit.

Reports may be submitted in person, in writing, or through official University communication channels.

Individuals may seek guidance concerning conduct they have personally experienced or witnessed.

A report of harassment or discrimination must be treated seriously regardless of the academic rank, administrative position, or institutional seniority of the individuals involved.

Where a report is received by a unit without authority to address the matter, appropriate guidance or referral to the competent institutional authority should be provided, subject to confidentiality requirements and applicable procedures.

Reporting individuals should be informed, as appropriate, about available support mechanisms, applicable procedures, and the institutional channels through which their concerns may be addressed.

9. Confidentiality, Privacy, and Support

BAU recognizes that reporting discrimination or harassment may involve sensitive personal circumstances and concerns about privacy, professional relationships, academic progression, or employment security.

The University is committed to handling reports with respect for the dignity, confidentiality, and rights of the individuals involved.

Information relating to reports and proceedings must be processed in accordance with applicable personal data protection legislation, confidentiality obligations, and institutional procedures.

Sensitive information should be shared only with individuals or authorities who have a legitimate responsibility to assess the matter, provide support, implement protective measures, or fulfil legal obligations.

Confidentiality must be balanced with the requirements of procedural fairness, applicable law, and the need to address serious risks to safety.

Individuals affected by harassment or discrimination should be informed about available institutional resources and, where appropriate, referred to counselling, psychological support, medical assistance, or relevant external services.

The Sexual Harassment and Assault Prevention/Response Unit provides guidance and referral within its designated area of responsibility.

10. Protective Measures and Prevention of Further Harm

BAU recognizes that certain complaints may require appropriate measures to prevent further harassment, intimidation, interference, or retaliation while a matter is being assessed.

Where necessary and legally permissible, competent institutional authorities may consider proportionate interim measures intended to protect the individuals involved and preserve a safe educational or working environment.

Depending on the circumstances, these measures may include appropriate adjustments to academic or working arrangements, measures to limit unwanted contact, or other reasonable steps within the University's authority.

Protective measures should not unnecessarily disadvantage the individual who has raised a concern or create additional barriers to their academic or professional participation.

Such measures must be assessed on a case-by-case basis, taking into account the circumstances of the matter, the rights of the parties, and applicable legal requirements.

Interim protective measures do not, by themselves, constitute a determination that misconduct has occurred.

11. Assessment, Investigation, and Corrective Action

Reports concerning possible violations of this policy must be referred to the competent institutional authority and assessed in accordance with applicable legislation and University procedures.

BAU is committed to ensuring that complaints are addressed through fair, impartial, timely, and proportionate procedures that respect the rights and dignity of all parties.

Where a formal investigation is required, it must be conducted by the legally or institutionally competent authority.

The process should provide for the objective consideration of relevant information, appropriate opportunities for the individuals concerned to be heard, the avoidance of conflicts of interest, and the protection of confidentiality to the extent permitted by law.

The absence of a formal complaint does not necessarily prevent competent University authorities from responding to credible information indicating a serious risk or potential violation, subject to applicable legal requirements.

Where a violation is established, the University is committed to taking appropriate action to stop the misconduct, address its consequences, prevent recurrence, and protect the integrity of the academic and working environment.

Corrective measures may address both individual conduct and, where relevant, institutional practices or conditions that contributed to the problem.

12. Disciplinary Measures and Applicable Legislation

Violations of this policy may result in appropriate disciplinary, administrative, contractual, or other measures, depending on the nature and severity of the established misconduct and the legal status of the individual concerned.

Students: Disciplinary proceedings are conducted in accordance with Article 54 of Higher Education Law No. 2547 and other applicable legal provisions.

Academic Personnel: Disciplinary matters are addressed under the relevant provisions of Higher Education Law No. 2547, including Article 53, and other applicable legislation.

Administrative Personnel: Employment-related disciplinary and corrective measures are implemented in accordance with Labour Law No. 4857, applicable employment arrangements, and relevant institutional procedures.

Contractors, Service Providers, and Third Parties: Appropriate measures may be taken in accordance with contractual obligations, University access requirements, and applicable legislation.

Where conduct may constitute a criminal offence, the University recognizes the authority of competent judicial and law enforcement bodies and the importance of complying with applicable legal obligations.

Any sanction must be determined through the legally competent process and must be proportionate to the established violation.

13. Protection Against Retaliation

Bahçeşehir University strictly prohibits retaliation in any form.

This prohibition applies to adverse treatment directed at individuals because they have, in good faith, reported discrimination, harassment, bullying, sexual misconduct, abuse of authority, or another concern covered by this policy; requested institutional support; provided information; participated in an investigation; or assisted another person in accessing appropriate reporting mechanisms.

Retaliation may occur through direct actions or indirect pressure and may include threats, intimidation, deliberate exclusion, harassment, unjustified academic disadvantage, interference with research or educational opportunities, adverse employment decisions, or other detrimental treatment.

The University expressly prohibits the use of grades, academic supervision, research participation, employment conditions, professional advancement, or institutional authority as instruments of retaliation.

No student, academic or administrative staff member, researcher, or other member of the University community may be penalized or disadvantaged for making a good-faith report or cooperating with an authorized institutional process.

Retaliation constitutes a separate potential violation of this policy, regardless of whether the original allegation is ultimately substantiated.

An allegation that cannot be substantiated does not, by itself, demonstrate that the report was made in bad faith.

BAU is committed to addressing credible concerns of retaliation and taking appropriate measures to prevent further adverse treatment.

14. Awareness, Education, and Prevention

BAU recognizes that effective prevention requires ongoing awareness, appropriate institutional communication, and the development of a shared understanding of respectful academic and professional conduct.

The University is committed to promoting awareness of non-discrimination, harassment prevention, workplace bullying, responsible exercise of authority, personal boundaries, sexual harassment prevention, reporting mechanisms, confidentiality, and protection against retaliation.

Relevant academic and administrative units are encouraged to incorporate these principles into appropriate orientation activities, professional development opportunities, institutional communications, and awareness initiatives.

Particular attention should be given to individuals with managerial, supervisory, teaching, assessment, or student-support responsibilities, recognizing their role in preventing inappropriate conduct and responding to concerns.

Prevention efforts should address not only individual misconduct but also institutional practices and interpersonal dynamics that may contribute to intimidation, exclusion, or hostile academic and working environments.

Through these efforts, BAU seeks to strengthen an institutional culture in which respectful conduct is actively promoted and members of the University community understand both their rights and responsibilities.

15. Monitoring, Accountability, and Continuous Improvement

Bahçeşehir University recognizes that the effectiveness of this policy depends on its implementation, institutional accountability, and periodic evaluation.

The University is committed to reviewing the accessibility and effectiveness of reporting, support, and response mechanisms and identifying opportunities for improvement.

Where appropriate and legally permissible, this may include the consideration of anonymized and aggregated information concerning reported concerns, institutional responses, awareness activities, and recurring risk areas.

Such reviews must respect confidentiality, personal data protection requirements, and the rights of the individuals concerned.

The University may use relevant findings to strengthen institutional procedures, preventive education, communication practices, and coordination among responsible units.

This policy should be reviewed periodically and updated where necessary to reflect legislative developments, institutional needs, and recognized good practices.

16. Definitions

For the purposes of this policy, the following definitions apply:

Discrimination: Unjustified differential treatment, exclusion, restriction, or disadvantage associated with a protected personal characteristic, including direct or indirect discrimination.

Harassment: Unwelcome conduct that, considering its nature, severity, or repetition, violates an individual's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive academic or working environment.

Bullying: Repeated aggressive, intimidating, humiliating, or deliberately exclusionary conduct directed at an individual, including conduct that undermines their ability to participate effectively in academic or professional life.

Psychological Harassment (Mobbing): Repeated and systematic hostile, intimidating, humiliating, or exclusionary conduct that adversely affects an individual's dignity, psychological well-being, or working environment.

Discriminatory Harassment: Unwelcome conduct associated with a protected personal characteristic that creates an intimidating, hostile, degrading, humiliating, or offensive environment.

Sexual Harassment: Unwelcome conduct of a sexual nature, including verbal, written, visual, physical, or digital behaviour that violates an individual's dignity or adversely affects their academic or working environment.

Sexual Assault: Sexual conduct involving physical contact without valid consent, including conduct that may constitute a criminal offence under applicable law.

Gender-Based Harassment and Violence: Harmful, intimidating, threatening, degrading, or abusive conduct directed at an individual because of their sex, gender, or related characteristics.

Digital Harassment: Harassment, threats, unwanted sexual communications, discriminatory messages, or other abusive conduct occurring through electronic communication or University-related digital environments.

Abuse of Authority: The improper use of academic, administrative, supervisory, or professional power to intimidate, coerce, exploit, disadvantage, or improperly influence another individual.

Retaliation: Adverse treatment directed at an individual because they have made a good-faith report, sought institutional assistance, supported another reporting individual, or participated in an authorized complaint or investigation process.

Consent: A voluntary and informed agreement to participate in a particular activity, given without coercion, intimidation, or abuse of authority.

Interim Protective Measures: Temporary and proportionate measures considered by competent institutional authorities to reduce potential harm or interference while a matter is being assessed.

17. Institutional Commitment and Policy Implementation

Through this policy, Bahçeşehir University reaffirms its commitment to preventing discrimination, harassment, bullying, psychological violence, sexual misconduct, abuse of authority, and retaliation, and to protecting the dignity, rights, and equal participation of all members of its community.

The University recognizes that these commitments must be reflected in everyday academic, administrative, and professional relationships, as well as in institutional decisions, reporting mechanisms, support services, and disciplinary procedures.

Date of Initial Adoption: 2022

Date of Most Recent Revision: 2025