1. Transparency, openness, confidentiality
YANINDAYIZ Derneği is transparent in its relations with the government, society, members, cooperation partners, supporters and sponsors and other interested parties, except for matters that fall within the scope of personal or intellectual property. Except for cases where the fundamental rights of individuals, institutions and organizations must be protected, lists of basic financial information, governance structure, activities, employees and collaborations are open to the public (public) access and inspection.
YANINDAYIZ informs the society about its work, the places where its resources are provided and the places of use.
YANINDAYIZ respects and protects the confidentiality of private information about individuals and institutions.
YANINDAYIZ regularly shares its financial statements and financial account movements with the Board of Directors. It publishes annual balance sheets on its website.
2. Accountability
YANINDAYIZ has adopted being accountable to the community it serves primarily for the results of its actions and decisions, but also to its financial supporters, official institutions, volunteers, employees, members, cooperation partners and the society in general.
3. Honesty ans impartiality
YANINDAYIZ members act with integrity and honesty in their relations with their supporters, sponsors, project partners, employees, official authorities and the society, and act impartially and balanced in making use of their services. Any information announced by YANINDAYIZ; It always aims to be complete and precise, whether it is about YANINADYIZ, its projects, any individual and organization, or the legal regulations he opposes or discusses.
YANINDAYIZ doesn’t support and will always strongly oppose corruption, bribery or any other type of financial impropriety or illegality.
4. Non-profit Organization
YANINDAYIZ is organized and works in a non-profit manner in order to preserve its integrity as a non-governmental organization. Earnings from the studies are only used to fulfill the mission and purposes of YANINDAYIZ. SIDED does not trade or do business in areas unrelated to its mission or purposes.
5. Non-discrimination
No stigmatizing behavior can be made in any area of life, including but not limited to race, ethnicity, language, religion, belief, gender identity, sexual orientation, gender expression, gender characteristic lifestyle, socio-economic status, education, health status.
6. Conflict of Interest
A conflict of interest arises when the private interest of a person or organization affects the interests of YANINDAYIZ Association as a whole.
Whether there are any conflicts of interest should be determined based on the facts of the situation and other relevant information.
When situations that may create a conflict of interest for the members, volunteers, management bodies, employees and service recipients of YANINDAYIZ Association, it is defined in detail and precautions are taken. Control of the implementations carried out for this purpose is ensured.
7. Information Activities of Business Partners and Stakeholders
YANINDAYIZ communicates all the rules it has implemented in its internal system within the framework of the Code of Ethics to its first-degree business partners and stakeholders, and announces it on the official website. In accordance with its mission, we focus on the awareness of gender equality. In this sense, it carries out gender-based awareness activities with its business partners and stakeholders.
8. Recruitment
We aim to recruit or meet the most suitable people determined within the framework of workforce planning. In the recruitment process, race, color, gender, sexual orientation, language, religion, nationality, age, political opinion, etc. there can not be any discrimination between persons.
Within the scope of our recruitment policy, it is being investigated whether there is a disgraceful case in the past of the candidates, especially the criminal record, which contains behavior that is not suitable for our field of work.
Employee Code of Conduct
- Employees must respect the dignity and values of all individuals; should prioritize understanding and tolerance and act in accordance with the principle of confidentiality.
- Employees should respect the culture, customs and traditions of individuals they inside or outside of the workplace. Should not engage in stigmatizing and discriminatory behaviors in any area of life, including but not limited to race, ethnicity, language, religion, belief, gender identity, sexual orientation, gender expression, gender characteristics, lifestyle, socio-economic status, education, health status. .
- YANINDAYIZ employees should take part in efforts to continuously improve their performance; should seek to maintain a work environment that fosters learning and development.
- Employees avoid all kinds of attitudes and behaviors that may harm teamwork and take the necessary responsibilities to maintain a healthy, safe and peaceful working environment and always act in cooperation for this.
- Employees refrain from all kinds of posts, comments, expressions, actions or actions that will misrepresent YANINDAYIZ in their private lives and social media environments in terms of mission, vision, core values or the purposes specified in the charter, that will harm the work or make it suspicious.
- Acts sensitively on the issues of environmental protection and sustainability, and shows the necessary care in the protection and maintenance of all tools and equipment allocated for their use.
- Employees comply with the occupational health and safety measures taken by YANINDAYIZ management.
-All acts of harassment, whether systematic or not, are prohibited in the workplace. YANINDAYIZ employees are obliged to notify the relevant persons if they witness such an act.
YANINDAYIZ employees refrain from sexual exploitation and abuse, sexual violence and harassment and all kinds of acts and actions that can be considered as mobbing and undertake to comply with the internal regulations of YANINDAYIZ prepared in this context.
If these acts or actions are detected or there is a suspicion about them, the employees make the necessary reports to the managers.
Reports will be made to the board of directors by the managers. It is expected to cooperate in all investigations related to these issues. Without prejudice to the Labor Law No. 4857 and other relevant legislation provisions, this Policy is integrated with other policies, directives and internal regulations prepared and put into effect by YANINDAYIZ, and all concepts, principles, limits and rules are defined in detail.
Prevention of Violence in the Workplace
YANINDAYIZ Association does not tolerate psychological, economic, physical and sexual violence. Threats and harassment, hostile or abusive words and behaviors are ethical violations. When such a situation is encountered, the actions specified in the company policies and procedures, starting from dismissing the employee and extending to initiating legal processes, are taken. In addition, threats and harassment, hostile or abusive words and behaviors against YANINDAYIZ employees and members at any time and place are also evaluated in the same way.
It is immediately notified the Ethics Committee and the Board of Directors when we encounter any kind of violence, hostile attitude and behavior, or possession of an instrument of violence. If we feel that the danger is very close, we first call 155 Police and inform the authorities. Domestic violence often endanger the safety of company employees in the workplace. When faced with such a situation, we first inform the police for our own safety and the safety of our colleagues.
•Failure to create an environment of physical and psychological trust in the workplace has an impact not only at the personal level, but also at the institutional and social level.
Employees may remain silent against these behaviors and approaches for reasons such as damage to business relations, fear of losing their job, concerns that they will not be believed, avoiding appearing inadequate or lack of self-confidence.
• In order to prevent such situations, "zero tolerance" approach is applied against all kinds of violence, abuse and behavior that harms the creation of an environment of trust in the workplace.
• In this context; Support channels based on complete confidentiality have been created and shared with employees, through which our employees can communicate without hesitation about situations that harm physical and psychological trust in the workplace.
AWARENESS and EDUCATION
In order to prevent all kinds of violence, raising awareness about the issue and raising people's awareness stands out as a very important element.
In order for YANINDAYIZ employees, members, volunteers and stakeholders to become more sensitive to the gender equality;
• Gender-based violence and harassment trainings are provided with the aim of raising awareness especially about gender-based violence cases. In the content of the training, information is given on the basic concepts of gender equality, awareness of violence and harassment.
• Special trainings on “Gender Equality” and “Prevention of Violence” are given to stakeholder managers who will implement the policy.