Sakarya University’s 2023 SDG Report describes protection for students and employees who report discrimination and then face a disadvantage in their education or employment. It explains how they can raise a complaint with the department, dean or Rectorate and how the University investigates a resulting disadvantage confidentially under the Legal Consultancy Office. The University had already described this procedure in its 2022 Sustainability Report. [5, 6]
Figure 1. 2022 institutional reporting and disciplinary protections. PDF p. 19. Source [5]
Figure 2. University SDG Report 2023, protection for people reporting discrimination in education or employment. PDF p. 25. Source [6]
The University’s published Anti-Discrimination and Anti-Harassment Policy invites formal and informal reports from students and staff, provides for confidential handling and protects people who report against retaliation in education, employment and campus life. [1]
The University undertakes to investigate reports promptly and impartially and to take disciplinary action where an investigation establishes discrimination or harassment. [1]
Figure 3. Institutional reporting, protection from retaliation and investigation. Extract from the published web text (print layout). Source [1]
On 22 December 2011, the University Senate adopted its Directive on Reporting Errors, Irregularities and Corruption (decision 381/13). Article 9 brought it into force on adoption. The University lists it as directive 21 in its 2023–2027 Strategic Plan, updated in 2025. Article 2 covers people and organisations that receive or provide University services. [7a, 7b, 8]
Figure 4. Senate minutes, item 13, approving the reporting directive. PDF p. 3. Source [7b]
Article 8 protects people who make good-faith reports within the Directive’s scope. It prohibits unfair or discriminatory treatment, disciplinary punishment for making the report, and direct or indirect worsening of conditions of service. For reports of irregularities or corruption, it also requires confidentiality of identity and measures to prevent harm. These provisions apply to a discrimination complaint where the reported conduct falls within the Directive’s subject matter. [7a, 7b, Articles 1, 2 and 8]
Figure 5. Article 8 protects good-faith reporters. Article 9 records commencement on Senate adoption. PDF p. 2. Source [7a]
The Senate adopted the Ethics Committee Establishment and Operating Principles on 2 November 2006 (decision 276/16). The Rules took effect on adoption under Article 12. Article 2 covers academic and administrative staff, students, and people who contribute to or use University services. Under Article 9 the Committee assesses allegations of ethical violations. Article 10 requires confidential meetings and binds members to secrecy. Article 11 permits applications in person or by electronic form and protects the applicant’s identity. [2a, 2b]
Figure 6. Ethics Committee rules on the handling of applications and confidentiality. PDF p. 3. Source [2a]
Article 9(k) provides for publishing the name and conduct of a person found to have fabricated an accusation with the intention of harming another person. This provision requires a finding of intentional fabrication. [2a, 2b]
The Ethics Committee receives ethics applications. Stakeholders may also submit complaints through the Quality Management Information System (KYS). Access to information submitted through KYS is restricted to authorised personnel responsible for processing the request and communicating the outcome. [2a, 2b, 3, 5, 9]
The 2025 Sustainability Report records the University’s commitment to monitor complaints and handle them objectively and promptly. On 24–25 September 2025, the Turkish Standards Institution audited the University’s quality and complaints-management arrangements under ISO 9001 and ISO 10002. This records oversight of complaint handling during the reporting year. [4, printed p. 54]; [10]
Law No. 6701 was adopted on 6 April 2016 and published in the Official Gazette on 20 April 2016 (No. 29690). Article 4(2) classifies adverse treatment as discrimination when it results from initiating or participating in administrative or judicial proceedings to secure equal treatment or prevent discrimination. It expressly protects representatives as well as the people they represent. [11a, 11b]
Figure 7. Law No. 6701, Article 4(2) and the scope of services under Article 5. PDF p. 3. Source [11a]
Article 5(1) covers education provided by public institutions and protects those using, applying for or seeking information about their services. Article 6(1)–(2) addresses recruitment, working conditions, training, promotion and termination. Article 6(6) expressly includes public-sector employment. The University’s policy also addresses informal reports made internally. [11a, 11b]; [1]
Figure 8. Law No. 6701, continuation of Article 6 on employment. PDF p. 4. Source [11a]
For workers covered by the job-security provisions of Labour Law No. 4857, Article 18(3)(c) adds a specific protection against dismissal. Applying to administrative or judicial authorities against an employer to pursue statutory or contractual rights or fulfil obligations, or participating in such proceedings, is not a valid ground for termination. [12]
Figure 9. Labour Law provisions on dismissal and the grounds that are excluded. PDF p. 12. Source [12]
