PAMUKKALE UNIVERSITY

GENDER EQUALITY PLAN

2026–2029

 

 

Pamukkale University places great importance on ensuring gender equality in scientific research and development processes as well as within its institutional culture. The University’s fundamental governance approach is based on developing and implementing policies that ensure balance, diversity, and equal rights among female and male academic staff, administrative staff, and students. The Gender Equality Plan aims to overcome, in the medium term, the problems that perpetuate inequality between women and men within the institutional structure.

This action plan covers a three‑year period (2026–2029). Its implementation is guaranteed by the University Senate and will be carried out and monitored by the Pamukkale University Women’s Studies Research and Application Center (KASUAM) and the Gender Equality Committee. The Plan will be audited and renewed depending on the evaluation of implementation outcomes. Within the scope of the Pamukkale University Gender Equality Plan, the University Senate commits to carrying out university‑wide actions in the following areas.

Pamukkale University Gender Equality Policy

Pamukkale University takes preventive measures to avoid sexist and oppressive practices and violations of rights such as mobbing. In this context:

  1. Pamukkale University adopts a zero‑tolerance policy against sexist and oppressive practices and violations of rights such as mobbing.
  2. Pamukkale University provides regular training to ensure that everyone is aware of sexist and oppressive practices, violations of rights based on unequal power relations such as mobbing, and the effects of these violations on individuals.
  3. Pamukkale University ensures that everyone knows these violations constitute criminal acts and that a zero‑tolerance policy is applied against them.
  4. Individuals serving on Pamukkale University governing boards participate in gender equality training within six months of the start of their term of responsibility.
  5. Pamukkale University ensures that the policy document is known by all individuals affiliated with the institution.
  6. The policy document is made a component of orientation programs and training activities.
  7. A flowchart outlining the steps to be followed in cases of defamation, workplace violence and harassment, and discrimination is made accessible to employees.
  8. Meetings are conducted with moderation, and equal speaking rights for participants are guaranteed.
  9. The information included in the policy document is converted into training modules, and training on the policy document is provided across all units.
  10. The implementation and monitoring of the training activities included in this policy document are the responsibility of the Pamukkale University Equality Commissions, KASUAM, and the relevant academic units.
  11. Individuals, boards, or centers representing Pamukkale University receive training on “Inclusive Institutional Communication,” covering the use of inclusive language in press releases, websites, social media accounts, panels, and similar platforms; ensuring equal speaking time for female and male speakers; achieving gender balance among panelists; and ensuring equal or female‑favorable representation on websites.

Pamukkale University Gender Equality Plan – Objectives

The objectives of the Pamukkale University Gender Equality Plan are as follows:

Objective 1: To establish an organizational structure based on gender equality.

Objective 2: To increase awareness of gender equality among academic staff, administrative staff, and students at the University.

Objective 3: To conduct undergraduate and graduate‑level education and training processes in the field of gender equality.

Objective 4: To meet the requirements related to providing information on sexual abuse, sexual assault, workplace violence, and harassment; establishing accessible application points; and ensuring other needs in order to secure safe campus life.

Objective 5: To carry out activities supporting work–life balance for University staff.

Objective 6: To undertake efforts to use gender‑sensitive and inclusive language across all tools and platforms used in internal and external communication.

Objective 7: To develop architectural program proposals that ensure diversity of spaces with gender equality sensitivity.

Objective 8: To carry out monitoring activities.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

OBJECTIVE 1: Establishing an Organizational Structure Based on Gender Equality

 

Actions

Strategies

Responsible Units

Timeline

Performance Indicators

1.Establishing strategic institutional objectives for the implementation of the University’s gender equality policy.

 
  • Increasing women’s participation at senior management levels.
  • Achieving the critical gender threshold (33%) across all University units.

 

 Rectorate, Women’s Studies Research and Application Center (KASUAM)

General Secretariat

 

2026-2029

Number of women in senior management; number of women in units; Report showing women’s participation at the University by year

 

2.Establishing the Gender Equality (GE) Committee and Equality Commissions and ensuring their operational effectiveness.
  • Establishing equality commissions at Rectorate, Faculty/School/Institute, and Department levels to cover the entire University.

 

 

Rectorate

KASUAM

Faculties / Schools

General Secretariat

Administrative Departments

2026

Appointment documents and activity reports of Faculty Equality Commissions.

 

3. Ensuring a gender equality–based approach in all decision-making processes across the University.
  • Appointment criteria shall be clear, transparent, and free from gender-based discrimination.
  • A gender-balanced composition (e.g., the critical threshold of 33%) shall be ensured across all academic and administrative bodies, including University representative bodies, academic, administrative, and ethics committees, juries, and selection panels.

Rectorate

KASUAM

General Secretariat

2026-2029

Number of women appointed to academic and administrative bodies

Women’s participation figures across management levels and all university units

 

4. Establishing targets to remove the glass ceiling that limits the career progression and leadership representation of women among academic, administrative, and support staff across all university units.
  • Identifying quantitative data on the representation of women and men in middle and senior management positions, as well as on all academic, administrative, and ethics committees.
  • Developing leadership training programs for women, including planning, monitoring, mentoring, training, and/or retraining components.
  • Organising “Women in Academia” meetings to encourage women’s greater participation in decision-making processes and to promote their involvement in managerial positions.

 

Rectorate

KASUAM

2026-2029

Research reports on barriers to women’s representation; number of participants in women’s leadership programs; Number of speakers invited to Women in Academia meetings

 

5. Announcement and dissemination of the Pamukkale University Gender Equality Plan
  • Organising a meeting to be attended by representatives from all university units (academic staff, administrative staff, and student representatives).

 

Rectorate

KASUAM

2026

Number of participating representatives

 

 

 

 

 

 

 

 

 

 

OBJECTIVE 2: Increasing Awareness of Gender Equality Among Academic Staff, Administrative Staff, and Students

Actions

Strategies

Responsible Units

Timeline

Performance Indicators

1.Providing Gender Equality training to academic and administrative staff

 
  • Delivering train‑the‑trainer programs.
  • Collecting evidence of internal training delivery.
  • Making participation mandatory once a year.

 

Rectorate

Women’s Studies Research and Application Center (KASUAM)

General Secretariat

Faculties

Vocational Schools (MYOs)

Department of Health, Culture and Sports (SKS)

 

2026-2029

Gender Equality handbook

Number of Gender Equality PowerPoint (PPT) presentation files

Number of information sessions held on sexual harassment and sexual assault

Number of in-service training sessions conducted

Number of participants attending in-service training sessions

 

2. Raising awareness of gender equality among academic and administrative staff
  • Preparing informational posters, brochures, booklets, infographics, and videos.
  • Producing media content highlighting success stories of women.
  • Undertaking activities to ensure that stereotypes influencing career choices do not hinder occupational selection.k 

Rectorate

Women’s Studies Research and Application Center (KASUAM)

General Secretariat

Faculties

Vocational Schools (MYOs)

Department of Health, Culture and Sports (SKS)

 

2026-2029

Number of posters, brochures, booklets, infographics, videos, etc.

Number of informational items published on the website

Number of media contents featuring success stories

Number of information sessions conducted on sex and gender

3. Raising awareness among students regarding gender equality and violence

 
  • Providing training to student communities.
  • Encouraging gender‑equality‑focused student activities.
  • Producing social media content (videos, visuals, infographics, etc.) to raise awareness of gender equality.

 

Rectorate

Women’s Studies Research and Application Center (KASUAM)

General Secretariat

Faculties

Vocational Schools (MYOs)

Department of Health, Culture and Sports (SKS)

 

2026-2029

Number of training participants

Number of activities conducted

Number of contents produced

4. Toplumsal cinsiyet eşitliği ile ilgili projelerin (bilimsel araştırma, tez vb.) desteklenmesi

Taking initiatives to support gender-related scientific research projects and theses through the Scientific Research Projects Coordination Unit (BAP).

Rectorate

Women’s Studies Research and Application Center (KASUAM)

Scientific Research Projects Coordination Unit (BAP)

Institutes

2026-2029

Number of projects supported

5. Supporting social responsibility projects related to gender equality
  • Encouraging the participation of students, academic staff, and administrative staff in high-impact, creative projects aimed at promoting and disseminating gender equality.

Rectorate

Women’s Studies Research and Application Center (KASUAM)

 

2026-2029

Number of social impact projects

OBJECTIVE 3: Conducting Undergraduate and Graduate Education in Gender Equality

 

Actions

Strategies

Responsible Units

Timeline

Performance Indicators

1. Ensuring the inclusion of a “Gender Equality” course at associate, undergraduate, and graduate levels, either as a compulsory or elective course; where inclusion as a course is not possible, organising conferences, seminars, meetings, events, workshops, and similar activities.
  • Establishing a pool of volunteer teaching staff willing to offer Gender Equality courses.
  • Conducting training sessions with teaching staff from all academic units to enable the delivery of Gender Equality courses to students in Faculties and Vocational Schools (MYOs).
  • Developing the course content and guideline training materials for the Gender Equality course.

 

Rectorate

Women’s Studies Research and Application Center (KASUAM)

Faculties

Vocational Schools (MYOs)

Institutes

Distance Education Unit (OZD Unit)

2026-2029

Establishment of a Gender Equality Training Group consisting of 20 faculty members

Number of training-of-trainers sessions conducted

Training handbook

Number of PowerPoint (PPT) presentations prepared

Number of courses offered

2.Establishing an interdisciplinary master’s program in Gender Equality and Women’s Studies at the graduate level.
  • Reviewing national and international examples
  • Developing the program curriculum
  • Managing the program application process

Rectorate

Women’s Studies Research and Application Center (KASUAM)

Institutes

2026-2029

Number of Women’s Studies programs established

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

OBJECTIVE 4: To meet the requirements related to providing information on sexual abuse, sexual assault, harassment, and mobbing; ensuring accessible reporting mechanisms; and addressing other needs in order to ensure a safe campus environment

Actions

Strategies

Responsible Units

Timeline

Performance Indicators

1. Adoption of a zero-tolerance policy against sexist and oppressive practices and violations of rights such as mobbing at Pamukkale University.

Ensuring that codes of ethics, principles of ethical conduct, workplace regulations, and/or similar instruments explicitly prohibit the following:

– Making sexist jokes and using inappropriate or offensive verbal and non-verbal sexist language

– Sexual harassment and gender-based harassment in the workplace

– Mobbing

– Defamation

 

Meeting the requirements related to providing information on sexual abuse, sexual assault, harassment, and mobbing; establishing accessible reporting mechanisms; and ensuring other necessary measures to secure a safe campus environment.

 

Employing female security personnel and ensuring that they patrol the campus using mobile vehicles.

 

Establishing an “Equality Hotline” through which university students can communicate their needs via a call center.

 

Ensuring the establishment of violence prevention mechanisms.

Monitoring and following up reports of harassment and mobbing.

 

Rectorate

PAU Protection and Security Unit

KASUAM

Information Technologies Department

PAU Hospital – Office of the Chief Medical Officer

PAU Department of Forensic Medicine

PAU Department of Psychiatry

PAU Psychological Counseling and Guidance Center (PDREM)

PAU Office of Legal Counsel

 

2026-2029

Policy document

Gender Equality handbook

Mobbing handbook

Sexual Harassment handbook

Defamation information brochure

Gender Equality handbook

Number of informational resources on mobbing, harassment, and defamation published on the KASUAM website

Number of female security officers

Number of harassment and mobbing reports received through the Equality Hotline call center

Number of applications received

Number of cases reviewed

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

OBJECTIVE 5: Promoting work–life balance among university staff

Actions

Strategies

Responsible Units

Timeline

Performance Indicators

1. Adopting a gender equality–based approach to the regulation of university staff working hours.

 
  • Supporting work–life balance by encouraging university staff to adhere to standard working hours and promoting the shared fulfillment of family responsibilities.
  • Using a mechanism to identify university staff’s work–life balance needs (e.g., regular data collection and needs assessments).
  • Ensuring that messages, emails, and social media communications are responded to only during official working hours.

 

Rectorate

KASUAM

General Secretariat

Faculties

MYOs

PAU Administrative Units

Centers

BAP

2026-2029

Number of work–life balance awareness seminars

Number of women and men taking leave

Work–life balance needs analysis project

2. Supporting the establishment of a work–life balance based on the shared distribution of social responsibility and the provision of equal opportunities for women and men to balance work and family life.
  • Gender-sensitive leave systems that promote the sharing of responsibilities.
  • Gender-sensitive practices related to eldercare and childcare that encourage the sharing of responsibilities.
  • Work arrangements that facilitate the establishment of work–life balance.
  • Facilitating flexible working arrangements such as flexible hours, remote work, job sharing, and reduced working hours.
  • Increasing capacity for the care and education of employees’ children aged 0–5, prioritising staff members, and ensuring that the fee does not exceed 50% of the net minimum wage.           
                  

Rectorate

KASUAM

General Secretariat

Faculties

MYOs

PAU Administrative Units

Centers

BAP

Department of Public Health

Department of Labour Economics

2026-2029

Number of briefing seminars conducted for unit managers

 

 

OBJECTIVE 6: Promoting the use of gender-sensitive language in all internal and external communication channels.

Actions

Strategies

Responsible Units

Timeline

Performance Indicators

1. Ensuring that the University adopts inclusive and equality-supportive communication practices.
  • Preparing a guide to embed gender equality–based language within the institutional structure and disseminating this guide across the University.
  • Organising training for administrative staff to promote the use of gender-neutral and non-discriminatory language in all internal and external correspondence.
  • Avoiding the use of sexist or gender-stereotypical language and visuals across all University communication channels (website, social media, printed materials, etc.).
  • Ensuring gender balance in visuals used on the University website and in news content.

 

Rectorate

General Secretariat

KASUAM

Corporate Communication Coordination Office (KİMER)

Psychological Counseling and Guidance Unit (PDR)

 

 

2026-2029

Gender Equality Language Guide

Number of training sessions organised for administrative staff

Number of administrative staff participating in training sessions

Annual report on University communication channels

 

 

 

2. Promoting gender sensitivity among stakeholders, including the supply chain and partner organisations.

 
  • Conducting awareness-raising activities to promote gender sensitivity among stakeholders.
  • Informing stakeholders about the PAU Gender Equality Plan.
  • Using gender equality–sensitive language in stakeholder communication.

 

Rectorate

General Secretariat

KASUAM

 

2026-2029

Number of information meetings held for the supply chain

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

OBJECTIVE 7: Developing architectural program proposals that promote gender-sensitive spatial diversity.

EYLEMLER

STRATEJİLER

SORUMLU BİRİM

DÖNEM

PERFORMANS GÖSTERGESİ

1.. Enhancing gender  sensitivity in the University’s physical spaces.
  • Ensuring that all areas across the University are adequately illuminated so that staff and students feel fully safe.
  • Constructing all gender-segregated facilities (such as restrooms, showers, changing rooms, prayer rooms, etc.) in sufficient numbers, taking gender representation on campus into account.
  • Establishing breast milk expression and breastfeeding rooms in each faculty, vocational school, and similar units, and equipping these rooms with all necessary facilities for milk expression and storage.
  • Ensuring the allocation of designated parking spaces for pregnant and breastfeeding women in faculty parking areas.
  • Conducting negotiations and reaching agreements with relevant institutions to ensure access to paid sanitary pad vending machines in all women’s restrooms across the University.

Rectorate

KASUAM

Faculties

Rectorate – Construction and Technical Works Department

Faculty of Architecture

Department of Civil Engineering

2026-2029

Number of illuminated areas (showing an increase over the years)

Number of campus shuttle services (showing an increase over the years)

Number of childcare centers

Number of designated parking spaces

Number of designated breastfeeding and breast milk expression rooms

Number of paid sanitary pad vending machines

 

 

 

OBJECTIVE 8: Implementing monitoring and evaluation activities

Actions

Strategies

Responsible Units

Timeline

Performance Indicators

1.Monitoring gender equality and gathering feedback from staff and students.

 

Collecting and analysing gender-disaggregated data, and carrying out perception studies on the presence of sexist elements in communication among staff, students, and external communication channels.

 

Rectorate

General Secretariat

KASUAM

Faculties

Centers

2026-2029

Number of activities carried out

2. Monitoring the effectiveness of actions taken and mechanisms established to prevent and address workplace violence and harassment, dating violence, and domestic violence.
  • Regularly reviewing the functioning of violence prevention mechanisms.
  • Taking into account the balance between the number of complaints received through the “Equality Hotline” and the number of cases resolved.
  • Developing the necessary tools (e.g., surveys) to periodically monitor staff perceptions of the awareness, accessibility, and effectiveness of these mechanisms among female and male employees.

 

Rectorate

General Secretariat

PAU Office of the Chief Medical Officer

Department of Forensic Medicine

PAU Department of Psychiatry

PAU Department of Public Health

Psychological Counseling and Guidance Center (PDREM)

2026-2029

Establishment of a Violence Prevention Committee

Violence Prevention Policy Document

Number of meetings held to develop violence prevention mechanisms

Number of meetings at which activities were announced / disseminated

3. Reviewing the University’s strategic plan with regard to gender equality.
  • Forming a Strategic Plan Evaluation Committee and producing an evaluation report.

Rectorate

KASUAM

Strategic Planning Committee (SPK)

2026

Evaluation report

4. Producing the University’s annual Gender Equality Report.
  • Monitoring, evaluating, and reporting women’s representation in the University’s governance structures in line with gender equality indicators.

Rectorate

KASUAM

All Academic and Administrative Units

2026-2029

Annual monitoring and evaluation reports

5. Enhancing the quantitative visibility of gender equality across the University.

Producing an annual “PAU in Numbers” publication on 8 March, making it available on the University website, or carrying out a BAP-funded project.

Rectorate

KASUAM

Student Affairs Department

Personnel Department

BAP

SKS

2026-2029

“PAU in Numbers” report

6. Strengthening the institutional capacity of the Pamukkale University Women’s Studies Research and Application Center.

Designating office space for the Center.

Recruiting a full-time staff member.

Providing technical support to enhance the Center’s website.

Rectorate

2026

Appointment of a full-time staff member

Provision of office space

Final version of the website

Menu