TSKB Equal Opportunities and Inclusion Policy
A. PURPOSE
This policy sets out the responsibilities and principles of Türkiye Sınai Kalkınma Bankası A.Ş. (TSKB) regarding equal opportunities and inclusion practices.
B. SCOPE
This policy covers all employees and activities at TSKB. Itis implemented together with the following other social capital policies within overarching TSKB Sustainability Policy.
- TSKB Human Rights Policy
- TSKB Occupational Health and Safety Policy
- TSKB Gender Equality Policy
- TSKB Responsible Corporate Communications Policy
C. DEFINITIONS
Equal opportunities and inclusion are an overarching element that provides a fair and non-prejudicial environment in all areas of society without discriminating people on visible or invisible grounds, encourages diversity. It is applied to prevent any injustice that has occurred in the past or may occur in the future and to prevent discrimination.
D. PRINCIPLES AND PRACTICES
TSKB Equal Opportunities and Inclusion Policy includes the following basic principles and guidelines.
The Bank;
1. respects human rights and employee rights as set out in the UN Declaration of Human Rights and the Declaration on Fundamental Principles and Rights at Work by the International Labour Organization (ILO), observes full compliance with ILO conventions ratified by our country and acts in accordance with the Human Rights Policy.
2. fulfills the requirements of the ILO's Equal Remuneration Convention No. 100 in the contents of notices for recruitment, in interviews, employee selection process, in measuring and evaluating performance, in career planning, promotions, training and development programs offered to employees, and in the remuneration policy, thus observing equal opportunities and inclusion in all its human resources practices.
3. offers rotation and promotion opportunities to eligible employees as part of horizontal and vertical career movements within the Bank to support the career development opportunities of its employees. It supports development plans to identify future leaders and offers training opportunities for the development of technical knowledge, skills and competence.
4. continuously monitors women's assuming decision-making roles at management levels as well as the balance between women and men in management and acts in accordance with the Bank's Board of Directors Inclusion and Diversity Policy in relation to practices at the board level.
5. does not allow discrimination and any kind of harassment based on gender, age, ethnic origin, nationality, religion, sect, race, sexual orientation, marital status, political opinion, disability status, social class difference, philosophical belief and similar apparent or inapparent reasons and provides a working environment complying with the principle of diversity and inclusion.
6. evaluates practices and fringe benefits that take into account the different needs of employees and facilitate access to equal opportunities to support diversity and inclusion and launches such practices and benefits where deemed appropriate. It performs these activities in line with the Gender Equality Policy.
7. adopts the principle of zero-tolerance against discrimination and harassment, investigates the reports of discrimination or harassment communicated by all stakeholders, including employees, through effective complaint mechanisms within the framework of confidentiality, impartiality and legal compliance. It ensures that necessary corrective and disciplinary action is taken.
8. works to ensure that the principles of equal opportunities and inclusion, including the prevention of discrimination and harassment, are adopted by all employees through various trainings and social responsibility projects.
9. ensures the use of language and visuals aligned with the principles of equal opportunities and inclusion in internal and external communication as set out in this policy and takes the principles in the Responsible Corporate Communications Policy as basis.
10. encourages the adoption of these policy principles by the Bank's subsidiaries, business partners and supply chain parties.
11. The implementation and performance of this policy is monitored under the supervision of senior management and the Board of Directors.
E. ENTRY INTO FORCE
This policy shall enter into force on the date it is approved by the Board of Directors.
