Gender Equality Plan

Erasmus+ Institutional Coordinator

Gender Equality Plan Gender Equality Plan — GEP

Sivas Cumhuriyet University's action plan for the period 2022–2027 aimed at developing equal opportunities, incorporating gender equality into institutional policies and practices, and supporting a safe, respectful, and inclusive university environment.

Equal Opportunities An inclusive institutional environment for students and staff.
Data-Driven Monitoring Gender-disaggregated data and annual reporting.
Sustainable Development United Nations Sustainable Development Goal 5
Corporate Policy and Action Plan

Gender Equality Plan 2022–2027

To view the plan text in Turkish or English, please use the language option below.

Turkish Text

Plan Objectives and Corporate Commitment

The aim of Sivas Cumhuriyet University's Gender Equality Plan is to identify priority areas for intervention in terms of gender equality at the university and to outline concrete actions to be implemented between December 2022 and December 2027.

The Gender Equality Plan is a strategic tool that takes into account the institution's current challenges, areas for improvement, and commitments to strengthening equality. The plan has been prepared to systematically and sustainably support the provision of equal opportunities to all members of the University.

Sivas Cumhuriyet University is committed to providing a respectful, safe, accessible and equitable environment for its students and staff. This plan aims to strengthen gender equality at the policy and practice levels and to align with the United Nations Sustainable Development Goals. “"Goal 5: Gender Equality"” It is expected to contribute to the achievement of the goal.

Corporate Context

Gender Equality in Universities

The plan was prepared by evaluating the university's policy documents, statistical data, human resources practices, and educational activities together.

Policy Documents

The Gender Equality Policy Document, which sets out the university's approach, responsibilities, commitments, and roadmap regarding gender equality, was adopted in 2022.

Digital Monitoring

The goal is to systematically monitor institutional data, particularly regarding students, new enrollments, alumni, and academic staff, by disaggregating it by gender.

Human Resources

Preventing discrimination in recruitment, assignment, promotion, compensation, and workplace practices, and ensuring equal opportunities within the institution, are fundamental principles.

Education and Training

It is envisioned that gender equality issues will be included in associate degree, undergraduate and graduate course content, and that the number of relevant elective courses will be increased.

Current Situation Analysis

Basic Data for the Planning Period

The following data reflect the institutional baseline indicators presented in the 2022–2027 Gender Equality Plan.

The numbers in this section should be considered not as current staff or student statistics, but as basic situation analysis data used during the period in which the plan was prepared.

Registered Students 129.965 Kadın oranı: %51
Associate Degree Students 41.116 Kadın oranı: %49
Undergraduate Students 88.849 Kadın oranı: %51
New Registrations 43.638 Kadın oranı: %50
Student Data

Student Distribution by Gender

Category Woman Male Female Percentage
Registered Students 65.695 64.270 %51
Associate Degree Students 20.210 20.906 %49
Undergraduate Students 45.485 43.364 %51
New Registrations 21.787 21.851 %50
Academic Human Resources

Distribution by Academic Title

Academic Title Woman Male Female Percentage
Professor 79 201 %28
Associate professor 80 171 %32
Assistant Professor 225 225 %50
Lecturer, M.A. 149 213 %41
Research Assistant 302 305 %50
Total 835 1.115 %43
View Staff Distribution by Academic Units
Academic Unit Woman Male Female Percentage
Republic Social Sciences Vocational School 20 27 %43
Faculty of Dentistry 63 37 %63
Divriği Nuri Demirağ Vocational School 6 12 %33
Faculty of Pharmacy 13 13 %50
Faculty of Letters 52 61 %46
Faculty of Education 56 69 %45
Faculty of Science 42 55 %43
Gemerek Vocational School 5 8 %39
Gürün Vocational School 10 9 %53
Hafik Kamer Örnek Vocational School 8 11 %42
Faculty of Law 22 29 %43
Faculty of Economics and Administrative Sciences 19 66 %22
Faculty of Islamic Theology 18 56 %24
Faculty of Communication 10 20 %33
Imranli Vocational School 2 3 %40
Kangal Vocational School 8 9 %47
Koyulhisar Vocational School 3 5 %38
Faculty of Architecture, Fine Arts and Design 14 6 %70
Faculty of Engineering 37 107 %26
Faculty of Health Sciences 58 9 %87
Health Services Vocational School 28 14 %67
Faculty of Sport Sciences 4 21 %16
Suşehri Health Services Vocational School 3 10 %23
Şarkışla Aşık Veysel Vocational School 10 14 %42
Faculty of Technology 6 21 %22
Faculty of Medicine 203 256 %44
Faculty of Tourism 8 9 %47
Faculty of Veterinary Medicine 12 38 %24
Yıldızeli Vocational School 14 12 %54
Zara Ahmet Çuhadaroğlu Vocational School 4 7 %36

Human Resources Practices

The plan document states that human resources practices are primarily carried out in accordance with the Civil Servants Law No. 657 and the University's academic appointment and promotion regulations.

Preventing gender-based discrimination and upholding the principle of equal opportunity in the recruitment, promotion, or remuneration of academic and administrative staff is essential.

Regarding permit periods and other regulatory information, the current legislation in force should be used.

Gender-Related Education

The university plans to increase the number of courses on gender equality in its associate degree, undergraduate, and graduate programs, and to solicit new course proposals from academic units.

Gender and Culture Gender and History Gender and Law Language and Gender Gender and Media Music and Gender Gender Studies Gender and Family Sociology Gender and Space Gender and Social Psychological Approaches to Gender
Gender Equality Action Plan

Key Priority Areas

The plan defines the proposed actions, responsible units, target period, and success indicators in five key priority areas.

01 Career Development 02 Equality Policies and Institutionalization 03 Gender-Sensitive Education 04 Integration into Research and Teaching 05 Prevention of Violence
01
Key Priority Area

Career Development

2022–2027

Proposed Action

Updating gender-sensitive upgrading standards.

Aim

Establishing transparent and flexible criteria for employee promotions.

Activities

  • Identifying and removing barriers to career development for women employees.
  • Evaluating quotas and similar supportive practices for women who are underrepresented in management and decision-making mechanisms.
  • Providing equal opportunities for appointment and promotion to female academics based on merit.
  • Childbirth, caregiving responsibilities, and circumstances specific to female employees should be considered in career evaluations.
  • Developing institutional safeguards that support equal access to opportunities, including childcare facilities and flexible working arrangements.

Responsible Units

  • Rectorate
  • Career Planning Application and Research Center
  • Vice Rector for Academic Affairs
  • Personnel Department
  • Faculties, Institutes and Vocational Schools

Objectives

  1. Karar alma süreçlerindeki mevcut durumun %25 oranında iyileştirilmesi.
  2. Regulations should be put in place to support institutional structures that are compatible with gender equality.
  3. Establishing control and monitoring mechanisms to ensure equality in recruitment processes.
  4. Preparation of reports evaluating the implemented mechanisms.
02
Key Priority Area

Gender Equality Policies and Institutionalization

2022–2027

Proposed Action

Developing gender-focused and gender-disaggregated data collection systems.

Aim

Establishing gender-disaggregated corporate data collection and reporting procedures.

Activities

  • Introducing the Gender Equality Action Plan throughout the university.
  • Establishing information and data networks on gender equality and collaborating with relevant organizations.
  • Developing specialized indicators and disaggregated data collection methods to monitor progress in the field of equality.
  • Identifying the personnel responsible for the data collection process.
  • Systematic collection of gender-disaggregated data.
  • Monitoring and evaluating annual activity reports and strategic plan indicators.
  • Developing new equality regulations based on the data obtained.

Responsible Units

  • Rectorate
  • Career Planning Application and Research Center
  • Data Management Office

Objectives

  1. Preparing an annual data collection plan that includes surveys, focus groups, and interviews.
  2. Preparation of annual reports on organizational culture, corporate commitment, work stress, workload, and work-life balance indicators.
  3. Monitoring the level of participation in social activities.
03
Key Priority Area

Gender-Sensitive Education

2022–2027

Suggested Actions

  • Providing guidance on integrating the gender dimension into curricula and teaching processes.
  • Increasing the number of courses on gender equality.

Objectives

  • Developing guidelines for incorporating the gender dimension into educational programs.
  • More students should be aware of gender equality.

Activities

  • Increasing the number of courses on gender equality.
  • Preparation of curricula and teaching guides for gender-sensitive teaching methods.
  • Developing a gender-sensitive business communication guide and providing training to staff.
  • Adding at least one gender equality course to the university's shared elective course pool.
  • To reduce prejudice in career choices, interviews will be conducted with graduates who have achieved success in different sectors.

Responsible Units

  • Rectorate
  • Career Planning Application and Research Center
  • Corporate Communications Directorate
  • Vice Rector for Academic Affairs

Objectives

  1. Holding evaluation meetings with relevant units twice a year.
  2. Offering at least two courses each year and increasing the number of courses in subsequent years.
04
Key Priority Area

Integration into Research and Teaching Content

2022–2027

Suggested Actions

  • The BAP Coordination Unit should be organized in accordance with gender-sensitive principles.
  • The BAP Commission and the teams working in research and development units should be structured according to the principles of equality.
  • Establishment of an expert group for gender equality and related project topics.

Objectives

  • Establishing an equality-sensitive BAP vision, mission, values, and principles.
  • Establishment of a group specializing in gender studies within BAP.

Activities

  • Measuring the attitudes and perceptions of students and staff regarding gender equality.
  • Organizing workshops involving faculty representatives, student representatives, and relevant student associations.

Responsible Units

  • Rectorate
  • Career Planning Application and Research Center
  • BAP Coordination Unit
  • Faculties, Institutes and Vocational Schools

Objectives

  1. Holding two meetings a year with the relevant departments.
  2. At least one event should be held every year.
  3. Preparation of indicator reports on gender equality.
  4. Evaluating BAP researcher support rates from an equity perspective.
05
Key Priority Area

Prevention of Gender-Based Violence

2022–2027

Suggested Actions

  • Updating the corporate policy document.
  • Preparation of guidelines on the prevention of sexual harassment and violence.
  • Including indicators of gender-based violence in the strategic plan.
  • Raising awareness among academics, alumni, students, and staff.
  • Conducting awareness campaigns.

Objectives

  • Preparation of a policy document.
  • Defining gender identity, gender-based violence, and related concepts.
  • Preparing awareness training and informative social media content.

Activities

  • Providing psychological support to individuals affected by gender-based violence, sexual harassment, or abuse.
  • Increasing security measures during late-night training sessions; improving campus and classroom lighting.
  • Communicating with local authorities to support safe access to the university campus.
  • Efforts should be made to increase awareness and use of the Women's Support Application — KADES.
  • Reports of violence and sexual harassment should be taken seriously, and those who come forward should be supported.
  • Development of reporting, evidence gathering, investigation, and enforcement mechanisms.
  • Maintaining confidentiality during the application and investigation phases.
  • Conducting studies on violence prevention through traditional and new media.

Responsible Units

  • Rectorate
  • Academic and administrative units
  • Faculties, Institutes and Vocational Schools
  • Strategy Development Department
  • Corporate Communications Center

Objectives

  1. Publication of the Gender Equality Policy Document on the website.
  2. Preparation of educational programs and lesson plans.
  3. Preparing and distributing brochures and informational materials.
  4. The number of training and awareness activities should be regularly monitored.
Official Plan Document

Sivas Cumhuriyet University Gender Equality Plan 2022–2027

You can view the approved PDF version of the plan in a new tab.

Open PDF Document
English Text

Purpose and Institutional Commitment

The purpose of the Sivas Cumhuriyet University Gender Equality Plan is to identify priority areas for gender equality intervention and to present a concrete set of actions to be implemented between December 2022 and December 2027.

A Gender Equality Plan is a strategic instrument that addresses existing challenges and institutional commitments while supporting equal opportunities in an intentional, systematic and sustainable manner.

Sivas Cumhuriyet University is committed to providing a respectful, safe, accessible and equal environment for its students and staff. The plan is intended to strengthen gender equality in both policy and practice and contribute to the achievement of United Nations Sustainable Development Goal 5: Gender Equality.

Institutional Context

Gender Equality at the University

The plan considers the University's policy documents, institutional statistics, human resources practices and gender-related teaching activities.

Policy Documents

The Gender Equality Policy Document adopted in 2022 outlines the University's approach, responsibilities, commitments and roadmap for integrating gender equality into institutional policy.

Gender in Numbers

Institutional data relating to students, new enrolments, graduates and academic staff are to be monitored regularly using sex-disaggregated indicators.

Human Resources

The prevention of discrimination and the protection of equal opportunities in recruitment, appointment, promotion, remuneration and working conditions are fundamental institutional principles.

Teaching and Learning

Gender equality topics are intended to be integrated into associate, undergraduate and graduate curricula, with an increased number of relevant elective courses.

Baseline Analysis

Institutional Baseline Data

The following figures represent the institutional baseline indicators presented in the 2022–2027 Gender Equality Plan.

These figures should be considered as historical baseline information from the preparation period of the plan, rather than as current student or staff statistics.

Enrolled Students 129,965 Female share: 51%
Associate Degree Students 41,116 Female share: 49%
Undergraduate Students 88,849 Female share: 51%
New Enrolments 43,638 Female share: 50%
Student Data

Student Distribution by Sex

Category Female Male Female Share
Enrolled Students 65,695 64,270 51%
Associate Degree Students 20,210 20,906 49%
Undergraduate Students 45,485 43,364 51%
New Enrolments 21,787 21,851 50%
Academic Human Resources

Distribution by Academic Position

Academic Position Female Male Female Share
Professor 79 201 28%
Associate Professor 80 171 32%
Assistant Professor 225 225 50%
Instructor 149 213 41%
Research Assistant 302 305 50%
Total 835 1,115 43%
View Academic Staff Distribution by Academic Unit
Academic Unit Female Male Female Share
Cumhuriyet Social Sciences Vocational School 20 27 43%
Faculty of Dentistry 63 37 63%
Divriği Nuri Demirağ Vocational School 6 12 33%
Faculty of Pharmacy 13 13 50%
Faculty of Letters 52 61 46%
Faculty of Education 56 69 45%
Faculty of Science 42 55 43%
Gemerek Vocational School 5 8 39%
Gürün Vocational School 10 9 53%
Hafik Kamer Örnek Vocational School 8 11 42%
Faculty of Law 22 29 43%
Faculty of Economics and Administrative Sciences 19 66 22%
Faculty of Theology 18 56 24%
Faculty of Communication 10 20 33%
Imranli Vocational School 2 3 40%
Kangal Vocational School 8 9 47%
Koyulhisar Vocational School 3 5 38%
Faculty of Architecture, Fine Arts and Design 14 6 70%
Faculty of Engineering 37 107 26%
Faculty of Health Sciences 58 9 87%
Vocational School of Health Services 28 14 67%
Faculty of Sports Sciences 4 21 16%
Suşehri Vocational School of Health Services 3 10 23%
Şarkışla Aşık Veysel Vocational School 10 14 42%
Faculty of Technology 6 21 22%
Faculty of Medicine 203 256 44%
Faculty of Tourism 8 9 47%
Faculty of Veterinary Medicine 12 38 24%
Yıldızeli Vocational School 14 12 54%
Zara Ahmet Çuhadaroğlu Vocational School 4 7 36%

Gender-related Human Resources Practices

The plan states that human resources practices are primarily regulated by Law No. 657 on Civil Servants and the University's academic appointment and promotion regulations.

The prevention of discrimination based on sex in the recruitment, promotion and remuneration of academic and administrative staff is a fundamental principle.

Current legislation should be consulted for up-to-date information concerning leave periods and other employment rights.

Gender-related teaching

The plan proposes an increased number of gender equality courses in associate, undergraduate and graduate programs and requests relevant course proposals from academic units.

Gender and Culture Gender and History Gender and Law Language and Gender Gender and Media Music and Gender Gender Studies Sociology of Gender and the Family Gender and Space Social Psychological Perspectives on Sex and Gender
Gender Equality Action Plan

Basic Priority Areas

The plan defines actions, responsible units, implementation periods and success targets under five principal priority areas.

01 Career Development 02 Equality Policies and Organization 03 Gender-sensitive Education 04 Integration into Research and Teaching 05 Prevention of Gender-based Violence
01
Basic Priority Area

Career Development

2022–2027

Suggested Action

Updating gender-sensitive promotion standards.

Goal

Determining transparent and flexible criteria for the promotion of personnel.

Activities

  • Identifying and removing barriers to women’s career advancement.
  • Considering supportive measures, including quotas, for women underrepresented in management and decision-making.
  • Ensuring merit-based equal appointment and promotion opportunities for female academics.
  • Taking account of gender-specific circumstances, including childbirth and care responsibilities, in career assessment processes.
  • Establishing institutional safeguards, including nursery facilities and flexible working arrangements, to support equal access to opportunities.

Responsible Units

  • Rectorate
  • Career Planning Application and Research Centre
  • Vice Rector for Academic Affairs
  • Directorate of Personnel Affairs
  • Faculties, Graduate Schools and Vocational Schools

Targets

  1. Improving the current state of decision-making processes by 25%.
  2. Introducing arrangements that support gender-equality-compliant institutional structures.
  3. Establishing control and oversight mechanisms for gender equity in recruitment procedures.
  4. Preparing reports evaluating the implementation of the mechanisms.
02
Basic Priority Area

Gender Equality Policies and Organisation

2022–2027

Suggested Action

Developing gender-focused and sex-disaggregated institutional data collection systems.

Goal

Establishing procedures for collecting and reporting sex-disaggregated institutional data.

Activities

  • Introducing the Gender Equality Action Plan.
  • Establishing information and data networks on gender equality and cooperating with relevant organisations.
  • Creating specialised indicators and disaggregated data collection methods.
  • Identifying personnel responsible for data collection.
  • Systematically collecting sex-disaggregated data.
  • Monitoring annual activity reports and strategic plan indicators.
  • Developing additional equality measures based on the data collected.

Responsible Units

  • Rectorate
  • Career Planning Application and Research Centre
  • Data Management Office

Targets

  1. Preparing an annual data collection plan including surveys, focus groups and interviews.
  2. Preparing annual reports on organisational culture, institutional commitment, job stress, workload and work-life balance.
  3. Monitoring participation levels in social activities.
03
Basic Priority Area

Gender-sensitive Education

2022–2027

Suggested Actions

  • Providing guidance on integrating the gender dimension into curricula and teaching.
  • Increasing the number of gender equality courses.

Goals

  • Developing and adopting guidelines for integrating the gender dimension into curricula.
  • Increasing student awareness of gender equality.

Activities

  • Increasing the number of gender equality courses.
  • Preparing curriculum and teaching guidelines for gender-sensitive teaching methods.
  • Preparing a gender-sensitive business communication manual and training staff.
  • Adding at least one gender equality course to the University elective course pool.
  • Organising meetings with successful graduates to reduce gender stereotypes in career choices.

Responsible Units

  • Rectorate
  • Career Planning Application and Research Centre
  • Corporate Communications Directorate
  • Vice Rector for Academic Affairs

Targets

  1. Meeting with relevant units twice a year.
  2. Opening at least two courses each year and increasing the number in subsequent years.
04
Basic Priority Area

Integration into Research and Teaching Content

2022–2027

Suggested Actions

  • Organising the Scientific Research Projects Coordination Unit in line with gender equality principles.
  • Restructuring research and development teams according to gender equality principles.
  • Establishing a specialist group for gender equality and related project topics.

Goals

  • Establishing a gender-sensitive vision, mission, values and principles for the BAP Coordination Unit.
  • Establishing a dedicated gender specialisation group within the BAP structure.

Activities

  • Conducting research to measure the attitudes and perceptions of students and staff towards gender equality.
  • Organising workshops with faculty representatives, student representatives and relevant student societies.

Responsible Units

  • Rectorate
  • Career Planning Application and Research Centre
  • Scientific Research Projects Coordination Unit
  • Faculties, Graduate Schools and Vocational Schools

Targets

  1. Meeting with relevant units twice a year.
  2. Organising at least one event each year.
  3. Preparing reports on gender equality indicators and related matters.
  4. Reviewing BAP researcher support rates from a gender equality perspective.
05
Basic Priority Area

Prevention of Gender-based Violence

2022–2027

Suggested Actions

  • Updating the institutional policy document.
  • Preparing guidelines for preventing sexual harassment and violence.
  • Including gender-based violence indicators in the strategic plan.
  • Increasing awareness among academics, graduates, students and staff.
  • Conducting awareness-raising activities.

Goals

  • Preparing an institutional policy document.
  • Defining gender identity, gender-related concepts and gender-based violence.
  • Conducting awareness training and preparing informative social media content.

Activities

  • Providing psychological support for persons affected by gender-based violence, sexual harassment or abuse.
  • Increasing security measures during late training sessions and improving campus and classroom lighting.
  • Cooperating with local authorities to support safe access to University campuses.
  • Increasing awareness and use of the Women’s Support Application — KADES.
  • Treating reports of violence and sexual harassment seriously and supporting reporting persons.
  • Establishing reporting, evidence, investigation and sanction mechanisms.
  • Protecting confidentiality throughout reporting and investigation procedures.
  • Conducting violence-prevention activities through traditional and new media.

Responsible Units

  • Rectorate
  • Academic and Administrative Departments
  • Faculties, Graduate Schools and Vocational Schools
  • Department of Strategy Development
  • Corporate Communications Centre

Targets

  1. Publishing the Gender Equality Policy Document on the relevant website.
  2. Preparing education programmes and lesson plans.
  3. Preparing and distributing brochures and information materials.
  4. Regularly monitoring the number of training and awareness activities.
Official Plan Document

Sivas Cumhuriyet University Gender Equality Plan 2022–2027

Open the approved PDF version of the plan in a new browser tab.

Open PDF Document
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