Sakarya University’s published statement on employment and educational access protects privacy concerning sexual orientation and gender identity. The University does not require disclosure of either. Its 2022 Sustainability Report names gender identity in relation to admissions, recruitment, appointments and promotion. [1, 8, p. 16]
Figure 1. 2022 institutional report on equal treatment in admissions and employment. PDF p. 16. Source [8]
The Gender Equality Plan 2022–2025 provides a dated institutional framework encompassing the reporting year. It commits to justice, respect, fairness and equal rights for students and academic, administrative and auxiliary staff, without gender discrimination. It also recognises positive measures for disadvantaged individuals and groups. [2, PDF pp. 3–4]
Figure 2. Gender Equality Plan 2022–2025, PDF page 3: equal rights and fair treatment of students and staff. Source [2]
On 23 February 2023, the Senate approved the Gender Equality Plan by decision 636/3. The plan covers the 2025 reporting year. The 2025 Sustainability Report also records the University’s work on inclusion. The Senate decision identifies the plan as the document approved. [2, 9, 10]
Figure 3. Gender equality goals applying during the plan period. PDF p. 5. Source [2]
The University’s published Anti-Discrimination and Anti-Harassment Policy prohibits discrimination and harassment on grounds including age, gender, disability, race, religion, pregnancy and nationality. The listed grounds are non-exhaustive. The statement applies across education, employment and campus life. [3]
Figure 4. Published non-discrimination clause. Extract from the published web text (print layout). Source [3]
The policy provides for confidential reporting, protection against retaliation, impartial investigation and disciplinary action. It also commits the University to preventive education for students and staff. [3]
Figure 5. Reporting and investigation provisions in the current public policy. Extract from the published web text (print layout). Source [3]
The 2022–2025 plan assigns annual implementation, monitoring and reporting to the University Senate and the Women’s Studies Application and Research Centre (SAUKAM), with review based on results. This describes the plan’s governance arrangements. [2, PDF p. 4]
Figure 6. Same plan, PDF page 4, text extract: plan period and assigned implementation, monitoring and review responsibilities. Source [2]
The Senate adopted the Ethics Committee Establishment and Operating Principles on 2 November 2006 (decision 276/16). They cover employees, students and people using or contributing to University services. Articles 9–11 govern the review of allegations, confidential proceedings and protection of applicants’ identity. Article 9(k) addresses accusations found to have been fabricated with intent to harm another person. [4a, 4b]
In autumn 2025, the Faculty of Humanities and Social Sciences offered a University-wide elective addressing human dignity, equality and discrimination through ShakesEU, the faculty’s first Erasmus+ Jean Monnet Module. The University also discussed women’s rights at its March programme. These activities illustrate education and awareness. [5, 6, 7]
Figure 7. Faculty ShakesEU teaching activity, supplementary context. Source [6]
Figure 8. University Women’s Day event, supplementary awareness activity. Source [7]
