Gender Equality Plan (2026-2029)

Izmir University of Economics Gender Equality Plan (2026–2029)

Izmir University of Economics (IUE) considers gender equality an inseparable component of corporate governance, human resources policies, and academic excellence. The employment, appointment, and promotion of academic and administrative staff at the University are conducted based on the principles of transparency, merit, and professional competence. IUE prioritizes the acquisition of qualified human resources and the sustainable support of employees' performance and professional development. While appointment and promotion processes for academic staff are carried out within the framework of relevant regulations, course assignments are planned through transparent processes at the department and faculty levels. In the employment of administrative staff, multi-stage evaluation processes are implemented in line with the needs of the respective units.

Various training, seminar, and consultancy activities are conducted within the University to support the pedagogical and professional development of teaching staff. Efforts to increase the quality of teaching and learning processes are supported by self-assessment mechanisms and student feedback. Furthermore, within the scope of the internationalization policy, academic staff are encouraged to gain overseas experience and participate in international academic networks.

Increasing the professional competence of administrative staff is also a key component of the University's corporate development approach. In-service training is organized in accordance with changing business processes and technological developments; employees are included in decision-making processes through various boards, commissions, and committees to strengthen a participatory and inclusive management approach.

Izmir University of Economics progressively develops its work in the field of gender equality through institutional learning and monitoring mechanisms, in alignment with European Union equality policies, Horizon Europe Gender Equality Plan (GEP) requirements, and the IUE Document of Equality, Diversity, and Academic Freedom. The first Gender Equality Plan (GEP), which came into effect within the University in December 2021, established the fundamental framework for the institutional structuring of this process.

The 2022–2025 Gender Equality Plan aimed to make the current state of gender equality at IUE visible, increase institutional awareness, and define areas of equality at the policy level. This initial plan drew attention to the fact that gender-based inequalities are not limited to individual attitudes but carry structural dimensions in academic career development, decision-making processes, and work-life practices. Accordingly, combating glass ceiling effects, sexual harassment, and gender-based violence was identified as priority policy areas.

Experiences gained during the 2022–2025 implementation period contributed to the creation of a common language of equality and institutional awareness within the University. At the same time, this period revealed the necessity of strengthening data-based monitoring mechanisms, making targets measurable, and linking equality policies more strongly with institutional processes. In this context, the implementation of the first Gender Equality Plan served as a process of institutional learning and capacity building for the University.

The 2026–2029 Gender Equality Plan treats gender equality not as a static goal, but as a dynamic institutional policy area that is regularly monitored, evaluated, and improved. Awareness and policy development efforts initiated in the previous plan period are being deepened in this new period, with a priority on the institutional sustainability of egalitarian practices.

This understanding of continuity is also supported by the University's academic and institutional expertise in the field of gender. The IUE Gender and Women’s Studies Research and Application Center (EKOKAM), established in 2009, has both contributed to the implementation of the 2022–2025 Gender Equality Plan and undertaken a significant role in grounding the 2026–2029 Gender Equality Plan on a knowledge-based and institutional foundation.

The IUE Gender Equality Plan (2026–2029) serves as a natural and strategic continuation of the 2022–2025 plan. The new plan addresses the experiences gained in the previous period through the perspectives of institutional maturation and continuous improvement; it structures gender equality as a measurable and sustainable policy area aligned with the University's long-term strategic goals.

The 2026–2029 Gender Equality Plan covers six fundamental areas:

1.Work-life balance and organizational culture

2.Balanced gender representation in management and decision-making mechanisms

3.Gender equality in recruitment and career development processes

4.Strengthening the gender dimension in course content and research

5.Combating sexual harassment and gender-based violence

6.Implementation, monitoring, and evaluation of the Gender Equality Plan

While the first five areas were included within the scope of the 2022–2025 Gender Equality Plan, the sixth area has been added for the first time in the 2026–2029 plan period.

The University's goals for the 2026–2029 period regarding these fundamental areas, the actions toward these goals, responsible units, and resources are presented in Table 1.

I hope that the Gender Equality Plan contributes to the reduction of gender-based discrimination in all segments of society, and I kindly request your support in its adoption and implementation by all academic and administrative units and students of our University.

Table 1. Izmir University of Economics Gender Equality Plan (2026–2029) Current Status, Goal, Planned Actions, and Responsible Unit by Field

Work-Life Balance and Organizational Culture

Current State	Goal	Planned Actions	Responsible Unit
The Gender and Women’s Studies Research and Application Center (EKOKAM), established within IUE, carries out lifelong learning and awareness raising activities, conducts research on women’s issues, organizes supportive programs, and implements various initiatives.	Enhancing institutional awareness regarding gender equality and promote a culture of safe relationships.	-Organizing gender equality and safe relationship trainings with the participation and contribution of academic and administrative units and student clubs -Establishing the IUE Gender Equality Commission -Organizing training sessions to establish a pool of educators who will be responsible for training on gender equality and safe relationships - Preparing the education plan at the beginning of each academic year and implementing the planned education - Recruiting support staff for EKOKAM	- Rectorate - EKOKAM -IUE Gender Equality Commission
An online survey was conducted with academic and administrative staff in 2021 to analyze the needs of parents working at IUE and their children aged 0-18. Based on the survey results, physical facilities and personnel were allocated for the IUE Kindergarten, which was subsequently opened. In addition, workshops for children and parents are offered within the IUE Children’s University.	Monitoring the needs of parents employed at IUE and their children regularly, and improving services accordingly	-Conducting annual needs assessments for parents and their children aged 0–18 -Evaluating satisfaction and expectations of parents and children using IUE Kindergarten services -Planning and improving services based on survey results	- Rectorate -General Secretariat -IUE Children’s University
The data on the number of female and male staff in the institution and their distribution according to the units are provided by the Directorate of Human Resources.	Collecting gender equality indicators systematically and improving accessibility to these data	- Establishing a digital archive system for gender equality data -Integrating university-wide digital archiving processes into this system	- Rectorate -General Secretariat
Satisfaction surveys administered to students, academic staff, and administrative personnel include questions related to gender equality; however, the results are not reported by gender. Alumni surveys do not include gender questions.	Ensuring that data obtained from satisfaction and alumni surveys are analyzed from a gender perspective	-Reporting satisfaction surveys, conducted each March, by gender -Adding gender questions to the alumni survey -Analyzing and reporting alumni data by gender	- Rectorate - EKOKAM - Quality Assurance Office - Dean of Students Office - Alumni Relations Office
Satisfaction survey results are evaluated in the spring semester; however, no systematic analysis is conducted in the context of work–life balance and gender equality.	Assessing work–life balance and organizational culture from a gender equality perspective regularly	-Analyzing satisfaction survey results with respect to work–life balance and gender equality -Evaluating individual and institutional opportunities based on survey data -Developing improvement measures for areas falling below defined indicators	- Rectorate - EKOKAM -IUE Gender Equality Commission -General Secretariat -Directorate of Human Resources - Quality Assurance Office

Balanced Gender Representation in Management and Decision-Making Mechanisms

Current State	Goal	Planned Actions	Responsible Unit
Female researchers, politicians, and administrators are invited as guest speakers by various units of the University, and the visibility of female role models is supported through different events.	Continuing efforts aimed at increasing the visibility of female role models in academic and administrative fields	-Increasing the number of interviews and talks held with successful female scientists and women administrators -Strengthening collaboration between EKOKAM and academic/administrative units in this context	-Academic units - EKOKAM - Office of Social Contribution - Leadership and Governance Research and Application Center (EKOLIDER)
As of December 2025, women constitute 56.2% of the academic staff and 63.3% of the administrative staff. One of the two vice rectors, four of the five advisors to the rector, six of the eight deans, one of the five vocational school directors, and eight of the fourteen research and application center directors are women. Including two vice general secretaries, the number of women administrators in administrative units exceeds that of men. Compared with 2020 data, the representation rates of women among academic and administrative staff, as well as among administrators, have been maintained.	Ensuring the sustainability of balanced (50%) female representation in governance and decision-making mechanisms	- Regularly monitoring the proportion of women participating in administrative boards, committees, and commissions as part of the Gender Equality Plan monitoring activities -Encouraging active participation of women in committees and commissions involved in decision‑making processes -Strengthening supportive practices aimed at improving the managerial skills of female employees -Establishing an institutional mechanism to regularly monitor the proportion of female employees and administrators (including administrative boards, committees, and commissions	- Rectorate -General Secretariat - Academic units - EKOLIDER

Gender Equality in Recruitment and Career Development Processes

Current State	Goal	Planned Actions	Responsible Unit
The percentage of female academics by title is as follows: Asst. Prof. Dr.: 51% Assoc. Prof. Dr.: 56% Prof. Dr.: 45%	Maintaining and ensuring the sustainability of 50% representation of women at the academic title level	- Encouraging the advancement of female academics within the academic hierarchy - Establishing a mechanism to ensure that the proportion of women in academic staff is regularly monitored as part of the Gender Equality Plan monitoring activities	- Rectorate -Academic units
Position-based career tables have been created for administrative staff.	Maintaining female rates in administrative staff employment	- Ensuring the principle of gender equality in appointment and assignment processes	- Rectorate -General Secretariat -Academic units
EKOKAM organizes workshops, seminars, and talks for academic and administrative staff.	Increasing the awareness of academic and administrative staff regarding rights and responsibilities based on gender equality	- Organizing new workshops, seminars, and talks to raise awareness of gender equality - Preparing executive development programs aimed at empowering female managers	-Academic units - EKOKAM - EKOSEM -EKOLIDER

Gender Dimension in Course Contents and Research

Current State	Goal	Planned Actions	Responsible Unit
Numerous gender-focused courses are offered at the associate, bachelor's, and graduate levels in various academic departments of the University. These courses include the following: RTV 251 Gender MCS 370 Gender and Media GEET 312 History of the Women’s Rights Movement, SOC 312 Gender and Social Change CDM 430 Women's Cinema SOC 310 Islam and Gender in Turkey SOC 419 Gender Equality in Turkey PSIR 480 Gender Politics PSIR 560 Gender Politics ECON 444 Economics of Gender MED 280 Gender Studies and Quantitative Research MED 290 Gender Studies and Qualitative Research KHUK 570 Offenses Against Sexual Immunity In The Criminal Law HUK 292 Gender and Law HUK 430 Prevention of Violence Against Women under the Turkish Criminal Law HUK 385 Legal Clinic Against Sexual Violence PSY 417 Psychology of Gender	Increasing the variety of courses offered in the field of gender studies and integrating these courses into the curriculum in a sustainable manner	-Ensuring that gender courses are regularly offered in the Fall and Spring semesters - Preparing course content in line with current academic literature - Diversifying educational resources (course presentations, textbooks, international open Access resources and videos) and making them accessible to students	-Academic units -EKOKAM -EKOEGITIM -Office of Micro- Credentials
Various research projects incorporating the gender dimension are being conducted by academic units.	Strengthening interdisciplinary approaches and interdepartmental coordination in gender studies.	Encouraging gender-focused research projects conducted by the University's academic units and research centers Providing support to academic staff in project writing and accessing external funding sources	-Project Development and Technology Transfer Office (TTO) -EKOKAM -Office of Social Contribution

Measures against Sexual Harassment and Gender-Based Violence

Current State	Goal	Planned Actions	Responsible Unit
Although there are in-house training activities on gender-based violence and sexual harassment, these trainings are insufficient in terms of continuity and inclusiveness.	Increasing awareness among academic and administrative staff regarding gender-based violence and sexual harassment	Organizing awareness trainings on gender-based violence and sexual harassment for academic and administrative staff	- EKOKAM -Academic units -Administrative units
Some undergraduate and associate degree programs include topics related to gender-based violence and sexual harassment, but these contents do not cover all programs.	Ensuring that the vast majority of undergraduate and associate degree students receive awareness training on gender-based violence and sexual harassment	- Planning educational programs for students in collaboration with department heads - Organizing seminars, workshops, and similar educational events for students - Development of micro-learning (microcredit) training programs aimed at empowering students	- Rectorate - EKOKAM -EKOEGITIM -Academic units -Office of Micro- Credentials
Although training programs exist within the institution to foster safe relationships among staff and students, these efforts are insufficient.	Developing a culture of safe relationships across the University	- Preparing an institutional plan for developing safe relationships with the contribution of all University units - Implementation of planned activities - Regular evaluation of ongoing activities	- EKOKAM - Academic units - Administrative units -Rectorate -General Secretariat
Institutional support mechanisms for gender-based violence and sexual harassment are not sufficiently robust.	Establishing and strengthening support mechanisms to combat gender-based violence and sexual harassment	-Preparation of relevant legislation -Employment of support staff for EKOKAM	- Rectorate -General Secretariat

Implementation, Monitoring, and Evaluation of the Gender Equality Plan

Current State	Goal	Planned Actions	Responsible Unit
The Gender Equality Plan is published on the University's website; information regarding the monitoring of the plan is shared by EKOKAM at the IUE Workshop on Advancing Gender Studies held annually on March 8, International Women's Day. However, there is no defined mechanism for the coordinated planning, implementation, and evaluation of activities under the plan across the University.	Establishing an institutional structure for the effective implementation, monitoring, and evaluation of the Gender Equality Plan	- Establishment of the Gender Equality Commission - Defining the commission's duties, authority, and operation - Determining the processes for planning and monitoring activities within the scope of the plan - Regular reporting of event information by the commission - Conducting an assessment at the end of each year regarding the plan's alignment with the objectives - Evaluating the effectiveness of studies conducted through periodic surveys and qualitative research - Employment of support staff for EKOKAM	-Rectorate - EKOKAM -Academic units - Administrative units -Quality Assurance Office