TSKB Equal Opportunities and Inclusion Policy

2.      provides a physically and mentally healthy working environment for its employees in accordance with the Occupational Health and Safety requirements and legal regulations, delivers training and information, and takes necessary measures. It oversees full compliance with ISO 45001 Occupational Health and Safety Management System standards and takes the provisions of Occupational Health and Safety Policy as basis. It ensures the compliance of suppliers and customers with ISO 45001 standards.

3.      It prohibits any kind of discrimination against or among its employees and managers and makes all relevant evaluations regardless of gender, age, ethnic origin, nationality, mental and physical disability, race, religion, language, sect, sexual orientation, marital status, political thought, philosophical belief, cultural or social class differences. It protects the personal data and privacy of employees within the framework of the relevant legislation and in line with the Bank's Policy for Protection and Processing of Personal Data.

4.      oversees the determination of employee remuneration in a way to support fair and decent living conditions and takes the Bank's Remuneration Policy and the provisions of the relevant legislation as basis.

5.      manages working hours in compliance with national legislation in force, takes care to protect the work-private life balance of its employees, and adopts approaches to support their physical and mental well-being. It supports employees to use their paid annual leave and other leave entitlements in accordance with applicable legislation.

6.      prohibits child labor below the age limit set by national and international laws and declarations, as well as forced labor, involuntary servitude and all forms of exploitation including human trafficking and migrant smuggling. It opposes the presence of companies engaged in such practices both in its supply chain and among its customers. 

7.      observes respect for fundamental human rights and labor rights in its supply chain and business partnership relationships, supports and encourages appropriate human rights risk management practices in line with the Sustainable Procurements Management Policy and monitors awareness on human rights risks that may arise from its operations.

8.      encourages the participation and creativity of employees in business processes through human resources management and transparent communication channels made available to receive employee suggestions and opinions. It also respects employees' freedom of association as well as their right to representation, to establish trade unions and to collective bargaining under the applicable national legislation.

9.      establishes communication and grievance mechanisms through which employees and all other stakeholders can submit complaints and requests or report potential violations, anonymously when necessary. It examines and finalizes all matters communicated by employees and all other stakeholders in accordance with the Bank's grievance procedure in a prompt, accurate manner with due sensitivity. It does not tolerate any action, implication or opinion that impedes such an open communication environment and the reporting of potential violations through retaliation, revenge, vengeance or intimidation. It does not subject employees reporting through the communication channels in good faith to any negative treatment due to such reporting.

10.   clearly defines human resources practices in its internal regulations and openly shares such regulations with its employees.

11.   supports the personal and professional development of its employees through continuous feedback and training in a way to increase motivation and corporate belonging.

12.   creates a working environment based on respect, integrity, trust and equality, encourages open communication, effectively implements preventive and sanction mechanisms against discrimination, harassment, ill-treatment, false accusations, retaliation and similar unethical behavior.

13.   treats it as a disciplinary offense to file unsubstantiated, degrading reports or complaints and to make false statements with a view to defaming individuals, institutions and organizations or to engage in criminal behavior that attacks the legal rights and/or reputation of individuals or organizations and lacks substantial grounds.

14.   The Bank's employees shall be responsible to internalize and practice the principles above in their relations with the Bank and their colleagues and in other business relations within the framework of trust and integrity.  

15.   encourages the adoption of these policy principles by the Bank's subsidiaries, business partners and supply chain parties.

16.   The implementation and performance of this policy is monitored under the supervision of senior management and the Board of Directors.

D. ENTRY INTO FORCE

This policy shall enter into force on the date it is approved by the Board of Directors.